Employee Engagement

Are Your Employees Your Greatest Asset?

When I ask this question most leaders and CEOs vehemently agree yes to this question.  They are the life force to our customers, essential to producing and delivering our products or services and are the face of the organization to the public. However, my next questions: “What are you doing to develop and retain them?” and “What investment are you making to develop your leaders?” often elicits a deadening sound of silence.  Or sometimes I get an answer that mentions half-hearted training efforts with no rhyme or reason as to why they are doing them.  It usually is not consistent throughout the organization, which would encourage true behavior change.  Nor is it tied to their strategic objectives or what they hope to accomplish as an organization, so it is not valued by top leadership. According to Gallup’s recent State of the American Workplace report, only 22% of U.S. employees strongly agree that their company's leaders have a clear direction for their organization. And only 13% strongly agree that their organization's leadership communicates effectively.  This has helped lead to the disheartening metric of only 33% of American workers surveyed being engaged.

Many organizations ascribe to the method of “trial by fire” leadership training or “one and done” single day training events.  It’s no wonder that many companies say that turnover is their number one challenge.  We know from the research than employees, more often than not, leave their boss before leaving their company.

Stand out from the crowd and become an employer of choice!  If you really want to make a difference to your customers, your team and ultimately to the bottom line, then think about doing something more than just talking about how important your employees are.  Advance your talent through development opportunities.  Prove that you value them!  Invest in your leaders (Coaching Skills Development) so that they have the tools they need to inspire, create innovative cultures and coach your employees to greater heights.

7 Tips on Creating a Culture to Drool Over

Trying to create a winning business culture?  It might not be as complicated as you think.  Much has been written on the value of a great work culture and how it can support the goals of the business and maximize profitability.  Companies that have bought into this are Southwest Airlines, Zappos, Google, and Edward Jones.  They seem to be on the ‘best of’ lists all the time.  It can be a significant differentiator from your competition and can create a competitive advantage for your company.  Who wouldn’t want to work for a company named on Fortune 100’s best companies list?  Imagine how much easier it would be to recruit and retain the best and the brightest talent.  Yet it’s amazing how many businesses fail to make the long term investment needed to achieve this success.  Many focus instead on slick marketing campaigns, reducing expenses such as rightsizing, implementing new technology and spending a wealth of resources on any of these and more.  According to Steven Covey’s 7 Habits for Highly Effective People this is focusing on what’s urgent rather than what’s important.  There is no harm in the short term, but in the long term, this is just firefighting and not getting to the crux of what will make you truly a company that will be touted by your existing employees and creating a line of applicants of the highly skilled waiting at the door.  Here are 7 steps to get you started in the right direction to create a culture for which anyone would drool.

  1. Hire the right fit for the culture you are creating. This means being clear on what that culture is and even more importantly what it is not.
  2. Move the wrong ones off of the bus. This can be hard with long tenured staff who have provided much value in the past or are still contributing.  Offering a severance package and signed release of claims allows them to leave the business with dignity and grace and giving them security for the short term.
  3. Start at the top with senior leaders and have well defined values that you hire and fire to.
  4. Hold others accountable to the values you have defined. Incorporate these into your HR and business practices.
  5. Start with your own team. Invest in them and help them become more effective as a unit.  This is a great way to ignite other areas of the business once they have seen the positive change from within your group.
  6. Assess where you are and what needs to change. Conduct “stay interviews” to find out why your best and brightest stay and what they value in the current culture.  They have their boots on the ground and will be able to give specifics about what needs changing.
  7. Develop an action plan and stay the course. Changing culture is not for the faint of heart.  It takes perseverance but the rewards are plentiful.

Workplace Trends for 2017 - Are You Ready?

Forbes Magazine recently had an article called 10 Workplace Trends You'll See in 2017.  Two of my favorite trends are: Millennial meet Generation Z in the workplace.  Gen Z (also known as Digital Natives) have just begun entering the workforce and Millennials are moving into management positions.  Interestingly, Harvard Business Review found that only 7% of companies have accelerated leadership programs to nurture them.  Do you have Millennials?  Are you part of the 7% or the 93%?  Drop us a line and we’ll help you create a custom leadership program to support their growth.

The war for talent heats up as the employer and employee contract continues to evolve.  As Boomers continue to make their exit, retaining the existing workforce becomes even more critical.  Maintaining high levels of employee engagement needs to be a key element of your Human Resources strategic plan.  Do you regularly survey your employees to understand their level of engagement?  Are you creating engagement plans to increase their level of engagement based on the data from the surveys?  Do you perform stay interviews?  If not, you could be putting your organization at risk of losing key contributors and ultimately your competitive advantage.  Let us help you put together a talent strategy to keep your best and brightest fully engaged.