Pump Up the Bottom Line with Engaged Employees

What is the motivation to investigate and implement strategies that promote employee engagement? Gallup says that disengaged employees may be costing the US economy $450-$550 billion per year! Their research goes on to say that on the average ONLY 30% of the workforce is engaged. The remaining 70% are most likely committed to undermine what engaged workers accomplish.

Imagine the results at your shop if you could bump up the number of engaged employees. Engaged employees are more dependable, they operate from a “can do” way of thinking versus “can’t do”. Engaged employees are 21% more productivity and leave customers feeling appreciated and cared about. Happy, capable employees help recruit happy, capable new hires. Happy employees leave a positive impression on the customer and the end result is happier customers. Happy customers refer new customers.

Empowering and engaging your employees is about leadership. Provide innovative and effective leadership training. Set the bar high for management; leaders are to be on the lookout for ways to encourage and challenge employees to stretch and discover their potential. Inspiring and coaching employees to increase their capability.

The most engaged workers say they work for a leader that has confidence in them. The road to engagement for employees is paved with a sense of responsibility towards their leaders and a belief that what they do and how they do it is valued.

There isn’t a vaccination or miracle vitamin that ensures employee engagement. What brings engaged employees forward in the workplace is leadership. Leadership is a skill. Provide leadership training. Expect managers to learn how to lead. Then your leaders can pump up the bottom line with engaged employees.

“Leaders don’t create followers, they create more leaders.” – Tom Peters

Still learning,

Honey

 

 

 

 

 

Four Essential Elements of Lead Management

A system of motivation that I am a student of is called, Choice Theory. It is the premise for understanding why all of us do what we do, when we do it.  Want to learn how to succeed at leading others?  Check out this four elements of Lead Management and join me for Supervisor Boot Camp.  Check out our calendar.

•  The leader engages the workers in a discussion of the quality of the work to be done and the time needed to do it so that they have a chance to add their input. The leader makes a constant effort to fit the job to the skills and the needs of the workers.

• The leader or a worker designated by the leader shows or models the job so that the worker who is to perform the job can see exactly what the manager expects. At the same time, the workers are continually asked for their input as to what they believe may be a better way.

• The leaders asks the workers to inspect or evaluate their own work for quality, with the understanding that the leader accepts that they know a great deal about how to produce high-quality work and will therefore listen to what they say.

• The leader is a facilitator in that he shows the workers that he has done everything possible to provide them with the best tools and workplace as well as a non-coercive, non-adversarial atmosphere in which to do the job.

Lead management is the basic reform we need to generate quality and increase productivity. It is the way to manage, coach and lead others so that the worker stays motivated. Motivation is an internal thing it comes from within. Regardless of where it comes from, supervisors are expected to lead the team to perform more efficiently and effectively.

 

Still learning,

 

Honey