There’s good and bad news about the shadow of the top team
By David Tovey
According to Forbes magazine, Webster’s dictionary stated that “culture” is the most popular word of the year and that for very good reason it has become one of the most important words in corporate boardrooms across Europe and the USA.
As the economy improves, employee engagement is once again high on the agenda of business leaders. Employer brand has become a critical issue for organisations seeking to recruit and retain the best people and yet according to recent reports by Delloitte and Gallup, many organisations have a long way to go to improve their reputation as employers.
With social media channels and on line review sites such as Glass Door making the reputation of employers easier to make public than ever, people find out fast if an organisation is not a such a great place to work.
The importance of culture and its effects on employee engagement, customer loyalty and organizational performance are by well-known and have been extensively written about. (Continue Reading…)
Engagement is down to the individual.
Without doubt one of the biggest workplace issues of today is employee engagement. I regularly get invited to speak on the topic and there seems to be an endless amount of research reminding us about how poor organisations are at engaging their people.
Report after report tells us that fewer than a third of employees are actively engaged at work. This, they seem to claim, is the fault of employers or managers who just don’t care about the people stuff. If they only offered better benefits, or free lunches, a pool table, or allowed dress down days, employees would re-engage and give their best efforts – then all would be well with the world of employment.
I’m not saying that employers and managers don’t make a difference to employee engagement levels, they definitely do. The mistake many managers make , however , is to believe that engagement is something you can do to other people via some sort of top down initiative.
The theory goes that if you act a certain way your employees will in return give you their (Continue Reading…)
And money isn’t one of them!
By David Tovey
“In this industry we just have to accept a high turnover of sales staff”
That’s how a sales director responded after hearing about the result of a staff survey showing that less than 30% of the organisations sales staff regarded themselves as ‘actively engaged’. She went on to say that this employee engagement ‘stuff’ wasn’t relevant to salespeople in a tough market place where only the best survived. The intense, foot to the floor, management style needed to keep sales people on their toes wasn’t conducive to having ‘happy’ people apparently.
There was an embarrassing silence when it was revealed by the MD that a more successful competitor had recently earned a ‘best company to work for’ award with over 90% of their staff ‘actively engaged’. The MD introduced a video of their competitor’s sales staff talking with passion about how great their employer was, about the competitive but energising atmosphere, the support they received, mutual respect, involvement and personal development. Following the video even the sales director wanted to know more about how this ‘employee engagement’ stuff worked! (Continue Reading…)