Some employees rest before they are tired.
Others perk up in the parking lot at 5 o’clock.
Some quit long ago, but have forgotten to tell you.
All these employees show up to work every day and give you the minimum effort to stay afloat. Some eventually leave..
People who are energised typically choose to behave in ways that enable success. Conversely, when people are drained they become more likely to disengage and behave in ways that undermine not only their own success but also that of their team. But what’s the difference and what does it mean?
Employer engagement is a unique factor within the business sector of organisations with less than 200 employees. The engagement of a business owner within their own business is equally important as that of the employees. If the business owner isn’t engaged and focussed with the strategy and operations of a business, the entire organisation often suffers.
Persisting with the strategy of ‘business as usual’ for an extended time is one of many warning bells of
poor employer engagement. This of course can have a flow on affect to the employees and instill a disillusionment of leadership.
Disengaged employees are just as dangerous especially for SME’s. If not addressed promptly this employment relationship can end up quite destructive, not only to the employer but to the whole organisation and business performance as well.
Accelerating Performance through Multi Dimensional Engagement
3 out of 4 businesses have an opportunity to improve their business results – today!
What can you do? How can you overcome this challenge?
Historically, engagement was viewed one dimensionally, but through the HR Coach Research Institute a key finding was the impact of client engagement – the third dimension of engagement!
Exploring further into the concept of client engagement and its impact on organisations, it was found employers in high performing organisations were 24% more satisfied with Customer Service levels of employees, than those employers in low performing organisations. This is one of the largest variances in research, indicating client engagement is critical for overall improved organisational performance.
The finding was then further supported when the employee data came in. The results identified employees mirrored employers when talking about their satisfaction around customer focus, feedback and needs. In turn the higher the employee results the higher the overall performance of the organisation!
Client engagement completes the business engagement cycle. The key elements to engagement include the
employer who engages with their strategy and the employee who engages with their work. Both focus on the
client creating a sense of purpose for both the employer and employee.