Engagment Drivers #2- What is Valued?

Engagment Drivers #2- What is Valued?

Our prior article What Drives Engagement? listed the top 10 engagement drivers.

Two areas impact employee perceptions of what the organization values (category 2):

#1. “(My boss) sets high personal standards”

  • Share what excellence and success looks like in their job (do you have any key performance indicators to discuss/ share/ track?)
  • Hold everyone accountable to do their job to expectations (including yourself- walk the walk)

#2. “Organization encourages innovative thinking”

  • Listen to new ideas and process suggestions, thoughtfully consider and discuss the viability of the idea

Three steps you can take NOW to improve employee perceptions of work standards and innovation:

  1. Regularly discuss work load and priorities, find out if team members have the tools and information to complete their tasks, and invite updates to re-direct if things aren’t on track
  2. Manage by results, not micromanage the process—this allows your team member to come up with a different (and often better) way to achieve the same outcome, then occasionally have staff share their methods with others doing the same task
  3. Ask your team- “What is one thing that could be improved for better customer service or to reduce a big hassle?” Then outline an action plan, assign tasks with deadlines, and revisit at your weekly meeting to implement this innovative improvement

Two articles for more reading:

It’s a fine line between setting high standards and being demanding. Read what NOT to do on Forbes: 10 tips on for dealing with an overly demanding boss

For tips on getting more practice at innovative thinking and turning into a habit, read “Innovation Is Everyone’s Job” on Harvard Business Review


Diana Southall is a fifth generation entrepreneur, and creator of the People Plan toolkit.™ Her firm specializes in coaching small business owners and managers to build, engage and reward a fabulous team!

You can start working with Diana with free members-only access to People coaching resources, including informative video training, articles, time saving documents and templates. Join the FREE membership club here.


Image courtesy of Stuart Miles at FreeDigitalPhotos.net

Total Rewards #6- Work Load and Work Conditions

Total Rewards #6- Work Load and Work Conditions

I have yet to meet a supervisor, manager, executive or business owner who tells me that their organization has it “easy “in the current economic climate.

What I do hear is that they have to:

  • Adapt to a changing competitive environment
  • Do more with less
  • Consider how to keep profits with rising costs and lowering prices
  • Respond faster to customer requests and orders

All of these business requirements trickle down to employees.

Surveys show that employees feel they are:

  • expected to do the impossible
  • overwhelmed with too much work
  • 40% are stressed to the point of feeling “burned out”
  • 64% are physically exhausted when they get home from work

This is not a recipe for creative products or world-class customer service.

If employees do not have the resources to do their jobs (time, information, approval, authority, the rest of the organization delivering on promises) they will become frustrated, lose engagement and then individual and company performance will decline.

A key element to improving your working conditions and employee work load is to collect employee suggestions and issues and then systematically address with process improvement.

Read more in Verne Harnish/ Gazelle article Dehassling your company

 


Diana Southall is a fifth generation entrepreneur, and creator of the People Plan toolkit.™ Her firm specializes in coaching small business owners and managers to build, engage and reward a fabulous team!

You can start working with Diana with free members-only access to People coaching resources, including informative video training, articles, time saving documents and templates. Join the FREE membership club here.


Image courtesy of David Castillo Dominici at FreeDigitalPhotos.net

Total Rewards #2- Benefits

Total Rewards #2- Benefits

Benefits work best as a package that complements your compensation program.

There is no evidence that a “rich” benefit package provides engaged workers as long as your organization offers something similar to other employers in your area. There is some link between your health care coverage and retention, especially if your organization drastically lowers the coverage or raises the employee contribution.

Two benefits are important to attract candidates to take your job offer—health care and retirement. Most organizations contribute more than 50% toward family health insurance and at least 3% of pay to a defined contribution retirement account. If you offer less than this then you may have a hard time encouraging top candidates to leave their current position to join your firm.

Flexible hours or at least the flexibility to occasionally leave work to address personal needs is greatly appreciated as many workers have either children or parents that need assistance (or both).

Time off is also somewhat important to attract employees. Employees also expect a reasonable amount of paid time off – if you do not allow any vacation for the first year this may not be attractive to a new candidate.

The solution:

Offer a competitive benefit package for your area and industry, and focus on the big three: health care, retirement and time off.

Contact us for a summary of benefits offered in WNY and USA


Diana Southall is a fifth generation entrepreneur, and creator of the People Plan toolkit.™ Her firm specializes in coaching small business owners and managers to build, engage and reward a fabulous team!

You can start working with Diana with free members-only access to People coaching resources, including informative video training, articles, time saving documents and templates. Join the FREE membership club here.


Image courtesy of Stuart Miles at FreeDigitalPhotos.net