Is your employee engagement strategy working
Unless you are part of an exceptional organization, 13% of your employees are working actively to sabotage your business. That’s right, they are poking holes in your boat in an attempt to sink it. It would be far better for businesses to pay these employees to stay home. Our recommendation, free up their careers for better opportunities in life if they can’t be reengaged. It is the right thing to do for them and your business.
The challenges don’t end with the 13%. It is estimated that most businesses have 53% of their employees disengaged. They do a good job if their managers tell them what to do and how to do it. Managers will also have to follow up with this group to ensure the job was done well. In this scenario, managers are nothing more than babysitters. If an organization has any hope for the future, they must find ways of having the 66% of disengaged employees join the 34% of employees that are actively participating in their company’s success.
We must keep in mind that disengaged employees were not born, they were made during their time in your business, or they slipped through the cracks when hired. The great news: disengaged employees, for the most part, can be reengaged with the right professional, the right training and knowledge transfer program. Most importantly, reengagement follows a commitment from the C-suite to accept nothing less than a culture of actively engaged employees.
“If I had an hour to solve a problem and my life depended on it, I would use the first 55 minutes determining the proper question to ask.”
Having more success with less effort is a bi-product of a culture of employees who are passionately engaged with improving what they do.
A 2019 Crowdsourced study found that 84% of CEOs say that innovation is a top business priority. 75% believe they are not generating enough ideas.
For trained professionals, predicting the likely future success or failure of a business or career is not a difficult task.
Toyota Motor Company became the most valuable automobile company in the world by a long shot. They accomplished that amazing feat by creating a culture, to this day, that has a zero tolerance for waste within their business value streams. All employees are encouraged and expected to contribute to improving their job performance. Do you want this kind of business culture? If so, connect with us and let us show you how we can help your business achieve more success.
Cultivating innovation skills in a workforce must be a top priority for C-suite leaders. In the age of digitization, a workforce of creative thinkers in more crucial than ever. Organizations are best served when they strive to make innovation a core competency in their workforce.
There is a natural correlation between an employee’s two job responsibilities and innovation. The first job responsibilities is understood and practiced by all, do their job. The second job responsibility of employees is missing from most businesses, improve their job.
Improving performance consistently happens when the fundamentals of waste elimination and prevention are part of an individual’s daily habits. That is where our team of performance improvement experts can make a world of difference in helping you and your business achieve more with less effort.
Overcoming limiting paradigms, in most cases, will have a profound impact on a business and all of its stakeholders. Consider for moment that waste is defined as anything that adds no value from the client’s perspective – internal and external clients. Yet most business leaders and employees accept waste as standard practice – it’s the way we do things around here. This simple but cancerous paradigm can only be overcome when leaders make the decision that their business will have a zero tolerance of waste!
Our network of change leaders are adept at helping business leaders to identify limiting paradigms and overcome them with proven and highly effective strategies.