Wouldn’t it be nice if your staff could handle things by themselves without asking you to be the final arbiter on every decision? Wouldn’t it be nice if your team could solve problems as they arise, taking more ownership and freeing you up to focus on growing the business? Imagine if they found ways to increase sales, reduce expenses, and preempt problems all on their own. Imagine if they took initiative to explore what markets your company should expand into. Or if they came to you with ideas for breakthrough products. Imagine if they not only participated in the company culture, but also participated in growing the company culture and grooming the next generation of company leaders. Great questions asked by By David Finkel Co-author of, ‘Scale: Seven Proven Principles to Grow Your Business and Get Your Life Back’, writing here for Inc.
Lack of engagement in the workplace and failure to get the most from our people isn’t a result of lack of awareness. Various surveys and polls indicate that 80 – 90% of organizational leaders recognize that lack of engagement is preventing them from getting the most from their people. This failure to maximize human potential is costing businesses money and productivity.
When you wake up in the morning, are you filled with excitement about the prospect of a new day at work, or do you dread the thought of having to make it through yet another day of drudgery? If you’re like much of the population, you fall into the latter category and distain going to work. Surveys have found that only 13% of people around the world actually like going to work–an astoundingly low number.
Our collective consciousness is defined by great leaders. Think about some of today’s most recognizable household names: Steve Jobs, Mark Zuckerberg, Jeff Bezos, Elon Musk, Warren Buffet, Richard Branson. All have ascended to the top of business and achieved quasai-celebrity status, forging new ideas and products that shape the way we live today. Here Bryan Adams, no, the other one, is writing for Inc exploring what these great leaders have in common.
Employee engagement is one of those management attributes that can be hard to define. Different companies characterize it differently, but there’s one thing they pretty much all agree on: They do want engaged employees
Improving customer experience is often a top business priority, but what about employee experience?
Researchers at Oxford Economics note that the new class of emerging leaders embraces a digital mindset, is highly proficient at using technology to achieve competitive advantage.
Gallup categorizes respondents as “engaged”, “not engaged” or “actively disengaged.” The current breakdown nationally is roughly 33 percent engaged, 50 percent not engaged, and 16 percent actively disengaged. The latter group are problem employees.
Business around the world is increasingly earning the trust of the general population, and this is happening specifically because of the leadership shown by some companies in the area of sustainability.
As the competition for the best talent grows; businesses must reduce the disconnect between their talent requirements and the strategies and processes which underpin them.