New research shows that many employers plan to focus on employee engagement as a measure of reward programme success during the current global downturn. Cynics might suggest that it's about time! Creating an environment in which your highly-engaged employees are working at their best is a great idea all the time!!
Interestingly the survey - "Reward Next Practices" - found that only just over half of organisations polled said they would be focusing on employee engagement. I wonder what the others are planning to do?
"When times are tough, more employers are looking for ways to improve engagement," said Colin Evans, UK head of reward services at Hay Group. "It's essential they remember the motivational power of intangible rewards, the role of the line manager in establishing a great work climate, and the importance of communicating effectively with employees."
The survey also found that:
44% of respondents plan to use reward to foster a culture of creativity and innovation.
67% said they'd make line managers more responsible for managing the 'pay for performance' relationship between employer and employee.
60% said they'd focus more on non-financial rewards such as career and development opportunities.
Don't make the mistake of thinking that you just need to throw money at people. More money is not necessarily more motivating. Your staff are looking to you for reassurance that they are doing a good job; that the business is doing ok; that what they are doing is making a difference. As a manager, staying connected with your people is one critical way to keep them engaged. What are you doing to keep your team connected?
Saturday, May 16, 2009
Tough Talk for Tough Times!
There is no denying that we're in tough times. Many managers and business owners are so stressed that they’re neglecting the basics. They’re so busy keeping the doors open that they risk losing connection with their people…and that’s bad for business!
I believe that there are five Critical Conversations that every manager or business owner must have to keep people productive and effective under recessionary stress.
1. “Keep up the good work!”
Your best performers still need attention, particularly when you are relying on them to deliver the goods in a tighter market-place. If they feel unloved and unappreciated, they may go elsewhere.
2. “I’ve noticed the improvement.”
For your staff members who are doing better than they were. Be careful not to put them off, though, with your corrections.
3. “You’ve dropped the ball.”
One of your good performers has fallen off the pace. You need to get them back up to their usual high delivery levels without creating a negative backlash from your correction.
4. “Conflict is counter-productive.”
When times are tough, as they are now, there is no spare energy for on-going conflict between individuals or teams.
5. “Shape up or ship out!”
Your team member needs to either decide to rejoin the team and change their behaviour and their results or you’ll help them make the decision that they are no longer part of the team.
So, which of these five are missing from your armoury? Which will make the biggest difference to your team's output...starting now?
I believe that there are five Critical Conversations that every manager or business owner must have to keep people productive and effective under recessionary stress.
1. “Keep up the good work!”
Your best performers still need attention, particularly when you are relying on them to deliver the goods in a tighter market-place. If they feel unloved and unappreciated, they may go elsewhere.
2. “I’ve noticed the improvement.”
For your staff members who are doing better than they were. Be careful not to put them off, though, with your corrections.
3. “You’ve dropped the ball.”
One of your good performers has fallen off the pace. You need to get them back up to their usual high delivery levels without creating a negative backlash from your correction.
4. “Conflict is counter-productive.”
When times are tough, as they are now, there is no spare energy for on-going conflict between individuals or teams.
5. “Shape up or ship out!”
Your team member needs to either decide to rejoin the team and change their behaviour and their results or you’ll help them make the decision that they are no longer part of the team.
So, which of these five are missing from your armoury? Which will make the biggest difference to your team's output...starting now?
Saturday, May 9, 2009
Engagement Key to Beating Recession
More reinforcement of my belief that Engagement is critical to business success - especially in a recession!
According to market research agency ORC International, organisations that succeed in making employees feel engaged and positive about their work situation could make the difference between survival and administration.
In its latest report, "Putting it in Perspective", published this week, ORC International reports a rise in employee satisfaction rates. A record 71 per cent of employees surveyed were satisfied with their current employer, up from 67 per cent in 2007.
I wonder whether they are just expressing more satisfaction because of increased nervousness about their job prospects!
The Director of Employee Research at ORC International agrees with me. "Uncertainty in the retail world, or the reported bad publicity of the banking world, could have wider ramifications for how employees feel about their work," she says.
Commitment is a key measure of employee engagement and ORC International’s research shows that 72 per cent of UK employees will not be seeking to leave their current employer in the next 12 months. "This reported increase in intention to stay in 2008 could be a reaction to the recession, with few employees looking to change employers to avoid the risk of being ‘last in, first out’," says Pritchard. "However, there is a danger of employers taking this increased loyalty for granted, assuming that they will continue to retain their valued employees when the economy picks up. This will only be the case if employee engagement is a continued focus."
It's a hopeful note for those of us who believe that a positive workplace is the key to success, particularly in tough times. in summary, the report said: "Employers are increasingly starting to recognise the value of establishing and maintaining a workforce that really feels positive about the organisation. However, in these uncertain economic times, employers are going to have to work hard to preserve that level of engagement. Pride and positivity are easily contagious. On the opposite side, cynicism and apathy are equally contagious - complacency is best avoided."
Pride and positivity also get people focused on getting better results, rather than checking whether they have properly packed their parachute!
According to market research agency ORC International, organisations that succeed in making employees feel engaged and positive about their work situation could make the difference between survival and administration.
In its latest report, "Putting it in Perspective", published this week, ORC International reports a rise in employee satisfaction rates. A record 71 per cent of employees surveyed were satisfied with their current employer, up from 67 per cent in 2007.
I wonder whether they are just expressing more satisfaction because of increased nervousness about their job prospects!
The Director of Employee Research at ORC International agrees with me. "Uncertainty in the retail world, or the reported bad publicity of the banking world, could have wider ramifications for how employees feel about their work," she says.
Commitment is a key measure of employee engagement and ORC International’s research shows that 72 per cent of UK employees will not be seeking to leave their current employer in the next 12 months. "This reported increase in intention to stay in 2008 could be a reaction to the recession, with few employees looking to change employers to avoid the risk of being ‘last in, first out’," says Pritchard. "However, there is a danger of employers taking this increased loyalty for granted, assuming that they will continue to retain their valued employees when the economy picks up. This will only be the case if employee engagement is a continued focus."
It's a hopeful note for those of us who believe that a positive workplace is the key to success, particularly in tough times. in summary, the report said: "Employers are increasingly starting to recognise the value of establishing and maintaining a workforce that really feels positive about the organisation. However, in these uncertain economic times, employers are going to have to work hard to preserve that level of engagement. Pride and positivity are easily contagious. On the opposite side, cynicism and apathy are equally contagious - complacency is best avoided."
Pride and positivity also get people focused on getting better results, rather than checking whether they have properly packed their parachute!
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