According to millions of Gallup poll participants:
- Only 29% of employees are engaged at work
- 54% are not engaged in their job
- 17% are actively disengaged
Statistics like these may make you wonder what you can do to get your people actively engaged and realizing their full potential. With labor being the largest operational expense, it’s essential to tap into your most valuable asset – your people. Here are six key questions people need answers to get them in the boat rowing the same direction:
1) What is this organizational all about?
Whether you have a formal Vision, Mission and Values or a more informal method for communicating where your organization needs to be and what it stands for and believes in, the answer to this question will help build employee, customer and vendor understanding. It also sets the tone for getting everyone in the boat rowing in the same direction.
2) Where is the organization going, and how does it plan to get there?
Typically less than 5% of people know what the organizational strategy is. Once the vision, mission and values are clarified, it is time to identify and communicate the critical few organizational priorities for the next 3-5 years, their respective goals, and the current year objectives that will successfully support achievement of those goals.
3) How and where do I fit?
Employees need a line-of-sight to understand how what they do contributes to the overall success of the organization. By communicating answers to the first two questions, departments and teams can begin developing and implementing plans and actions that support attainment of organizational goals. Be sure to have a method to measure progress and success, and regularly share performance with your employees.
4) What’s expected of me?
People want to do a good job. In order to understand their role and what they are being paid to accomplish, it begins with setting clear expectations and sharing how employee performance will be evaluated on an ongoing basis. It ends with everyone understanding how their contributions support individual, team, department and organizational achievement. Organizational commitment to a performance management process that develops employees to be the best they can be is of utmost importance.
5) How can I make a difference?
People want to be part of a winning organization. In addition to understanding what is expected of them, it is important to encourage employees to find new and innovative ways to continuously improve how things are done and how performance is achieved. Tapping into their knowledge and creativity will lead to highly engaged people challenging themselves to contribute even more.
6) How am I doing?
Employees need to know they are valued, and recognized for how what they do contributes to the success of the organization. Regular coaching and feedback are essential to people performing consistently well. A formal review process that lets people know how they are performing against expectations, or if course corrections are needed is essential to having an engaged workforce that delivers results and celebrates organizational success.
How effectively does your organization provide answers to these key questions?
Chart your business course, get everyone in the boat rowing the same direction and enjoy the journey!