One of the main responsibilities of managers at all levels of the enterprise is the full involvement of employees in the process of achieving organizational goals. Studies have shown that the more employees devoted to work, the newer the company, the more productive it is and the higher its profitability.
Editor's note: one of the main responsibilities of managers at all levels of the enterprise is to enable employees to participate fully in the process of achieving the goals of the organization. Studies have shown that the more employees devoted to work, the newer the company, the more productive it is and the higher its profitability. However, many companies are lagging behind in strengthening employee engagement. The Accenture survey shows us the top ten ways to increase employee engagement by providing companies with solutions in this area.
How much do your employees invest in helping the company achieve its organizational goals? How active are they in achieving these goals? If the situation in your company is the same as in most companies today, you face certain problems in terms of employee engagement.
Assessing the professionalism of employees requires starting with five important characteristics:
Satisfaction - employees who are expected to achieve the greatest satisfaction. These expectations are related to their work, their organization and their immediate supervisor. Satisfied employees will not be disappointed in achieving personal goals.
Understanding-dedicated employees care not only about their happiness and satisfaction. Highly qualified employees have a clear understanding of the strategic direction and goals of the company.
& Mdash; this function goes further than "understand". Dedicated employees not only have a deep understanding of the strategic direction of the company, but also know how directly their work is directly related to the implementation and success of the company's strategy.
Consistent-dedicated employees believe that their personal value is consistent with the company's value and mission. If you use two Venn circle diagrams to indicate if one circle represents a personal goal and the other a company goal, then those two circles will have a moderate engagement. Of course, there will be situations where the most dedicated employees resign and those who are confused can't leave (this is often the company's sadness). Despite this, retention rate is an important criterion for measuring the professionalism of employees.
These five characteristics are a comprehensive description of the professionalism of employees. The most important point that should be understood by enterprises is that when assessing the professionalism of employees, we must consider these five points in a balanced way. Only one of the indicators does not allow you to fully understand the employees. Taking "satisfaction" as an example, a large number of examples show that satisfaction cannot be a powerful indicator of higher performance unless it is considered in conjunction with the expected outcome.
In a large manufacturing company, employees are unhappy, but their engagement is low. An atmosphere of complacency envelops the company. The company's strong growth was good news, but it also produced a byproduct of complacency. Company executives, including executives, are concerned about the problems that overly satisfied employees have created for the company. The company's President said: "If we want to succeed, we must constantly remind employees that they cannot be satisfied. It's one of the most important things we have to do. We are already somewhat over-satisfied. Employees have to accept the fact that even We have been very successful and we need to keep changing and improving to keep our strength up." After a preliminary understanding of the employee's professionalism we need to think about how to help the company improve the professionalism of its employees. Here are ten key ways to increase employee engagement.
Performance-related reward system
The main motivation for a high degree of devotion is related to compensation. However, research shows that what matters is not the level of remuneration that employees receive, but how companies use remuneration and other forms of remuneration and recognition to make employees feel that they are an important part of the business. The sense of belonging has a decisive influence on the professionalism of the employee. Among them, psychological rewards are crucial. For example, a sense of ownership, integration, and conviction in a company is important to help a company achieve its goals.
One way to create a sense of belonging is to link rewards to business outcomes. Research has shown that if you link rewards to an employee's personal performance and business results, the extent to which those rewards are motivated is closely related to how well they support and improve performance. U.S. Standard Companies associate rewards with Six Sigma's financial results and goals. In many high-performing companies, management also develops customized performance incentive programs that measure more than just traditional sales or revenue targets.
For example, Raymond James Financial Services and Raymond James & Associates created the Best Achievers program to encourage individual contributions for financial results. For example, managers reward people for providing excellent services to their clients or for presenting creative ideas. Briggs & Stratton also encourages managers to reward some of the smaller achievements based on the results that employees have made.
Similarly, SAP USA has developed a" Toolkit " for managers that includes various ways to recognize employee achievements based on their value, from simple mutual recognition among colleagues to a more formal Plan to publish awards to outstanding employees. This information is available online and available instantly.
Excellent human capital infrastructure
The company provides dedicated resources to dedicated personnel to perform their work efficiently. For modern managers, accurate information and employee information is an important resource. Companies that make smart investments in human capital infrastructure will receive multiple returns.
A Finance company with highly skilled staff has spent several years improving the human capital infrastructure to provide managers with more complete and accurate human resources. The company has taken steps to outsource and exchange services and is very efficient in matters such as payroll, benefits management and attendance records. At present, its management believes that the human resources Department has an excellent infrastructure to eliminate redundancy. The high level of focus on information systems and the simplification of workflow in HR transactions means that the company can better provide managers with the information they need to do their job.
Focus on future learning management
The learning management process involves staff meeting regularly with consultants to discuss their learning needs and develop career plans. In companies that succeed in this field, employees are much more involved than companies that do poorly.
Compared to peers in similar companies whose engagement levels are only average, employees in the distribution division of South African energy company ESKOM are more likely to realize that the training they receive will help them not only to better perform their current jobs, but also in the future. The Foundation has been laid. ESKOM employees are also more likely than regular comPani, discuss training with their managers or career consultants. The company pays great attention to employee training, and the cost of training each employee is $ 1165 per year.
ESKOM management recognizes that current training is not fully consistent with the company's goals, but they are convinced that the importance of employee training is undeniable. Training allows employees to acquire the skills they need to succeed in the company and ensure their enthusiasm and professionalism. In fact, two of the four company objectives set by the President of the company Tūlānī Gcabashe are improving the skills of employees.
Kabala explained: "To change the company's business model to gain a foothold in a highly competitive market, we need to improve our skills in information technology, engineering, teamwork, leadership and project management. This will allow us to manage our business more efficiently." Largest project. In addition, it is also important for us to be a good corporate citizen. To do this, we have developed a number of programs aimed at increasing the level of involvement, helping disadvantaged employees to obtain literacy and numeracy."
Knowledge management with employees
In order for employees to contribute effectively to the company's mission, they must ensure that they have access to the latest and best information. They need to be able to quickly find the best partner to meet customer needs, manage projects or find better and more creative ways of doing things.
A professional consulting firm provides employees with web-based tools to better collect and share their intellectual capital. The company also trains employees on how to use these tools and records how many times they contribute new information to the knowledge base, while identifying different knowledge requirements for different employee roles.
The creation of a community of practice facilitates knowledge-sharing and problem-solving among staff with similar interests and informal collaboration between departments. The company has created a mechanism to encourage the active participation of employees.
Current performance evaluation
Some opinions against evaluating employee performance are mostly about people's opinions, and people are even willing to take unfair and dishonest risks. It's really hard for employees to tell what's wrong with them.
However, most employees strive for success, and helping employees address their shortcomings can also reflect goodwill. The constructive provision of negative feedback is also a manifestation of managers ' concern for the progress of employees. Of course, a positive opinion on the conclusion is an improvement and recognition of good behavior of employees and is an important incentive. Companies that succeed in this area have 52% higher employee engagement than companies that do not succeed.
Some companies are studying best practices in this area. Briggs works hard to link performance evaluations directly to corporate strategy. More frequent employee performance evaluations allow companies to more effectively reinforce positive behaviors and reduce behaviors that are not conducive to employee and company development. Before you see an assessment of your boss's performance, employees should complete a discussion guide that asks them to think about what they can do to help the company implement its strategy.
Evaluation of avoidance is human nature, so it is necessary to entrust the implementation of the effectiveness evaluation policy. Briggs requires the Director of the company to conduct an assessment at least once a year. Todd Teske, President of its food group, said: "We want to confirm what key end areas in the company's strategy can be measured when evaluating employee performance. I think this can be done to ensure that employees are The most important way to improve the company's performance."
A suitable design of the workplace
hour managers do not think that workplace design has a significant impact on employee engagement and morale. However, research shows that in companies that create the right workplace, employees are much more involved than the average company.
Many companies today are experimenting with workplace design to increase employee engagement and increase the productivity of their entire workforce. For example, the advertising company Wieden + Kennedy (known for advertising Nike "JUST DO IT") provides the most important for the company's creative team of employees - a working environment that promotes creativity.
At their headquarters in Portland, Oregon, companies can invite professional designers, writers, dancers and performers to share jobs with their employees to enhance the creative atmosphere of the company. The company is headquartered in a community of galleries, theaters and designer retail stores such as furniture stores. More importantly, he has a plan to use the enabling environment to encourage creative interaction. The company divides its employees into four groups, 30 employees are neighbors, and encourages them to participate in creative competitions. To promote social interactions that inspire new ideas, the company provides facilities such as cafes, basketball courts and various recreation areas.
Employee relationship management is highly valued
Companies with better employee relationships have a more dedicated team than other companies. Research shows that communication and change management is an important part of the employee relationship management process.
Bill McDermott, Chairman of SAP's us subsidiary, said: "we encourage managers to communicate with their employees. We broadcast television every quarter, and every time a company goes to a remote branch, it needs to be conducted. Meetings with employees, communication with employees about the main priorities and tasks of the company, as well as listening to their ideas."
Career planning with the times
According to an analysis by Accenture Human Capital Development Framework, companies that succeed in the employee career process have 52% higher employee engagement than companies that do not succeed. In highly engaged companies, employees discuss their career development twice a year with their Manager or career development Advisor. Companies with low employee engagement work less than once a year.
One division of Raymond James Financial Services, which is one of the highest performing employees in the survey, conducts an average of two Executive interviews per year, and the average survey is less than one year. Moreover, Department staff are more likely to acquire the skills their supervisors need to help them plan and develop their careers, with professional development plans that provide clear guidance to achieve their personal goals.
Fair and consistent human capital strategy
Dedicated employees can identify with the company's elite management system, which means well-behaved employees should receive better compensation. But employees expect they should also have an equal opportunity and treatment development platform. If wage and career opportunities are incompatible, it will inevitably lead to employee dissatisfaction.
Many large companies do not have consistent human resources policies and processes, and many other companies do not document existing policies. This situation can lead to a gradual loss of employee confidence in the company's fundamental fairness.
For example, a company Executive with a low employee engagement rate explains: "similar positions in different business units have different career opportunities and benefits workers nicknames can move freely between different parts of the company to seek better compensation in the same positions in other departments. & Quot;
In other companies, because there is no clear definition of the number of vacation days per year for employees, there are people who are trying to get the longest vacation possible. The results are often unfair, which in turn causes dissatisfaction among employees.
Focus on the recruitment process " raw materials»
Quality always comes from the best materials. When recruiting employees, it is necessary to consider not only the skills necessary for the job, but also the suitability of the candidate for the culture of the company. The hiring process plays an important role in selecting employees who are likely to be competent and willing to contribute to the company. An important part of this process is to ensure that the hiring Manager has the skills and expertise to find the right person for the position.
At Spherion Recruitment, HR executives spend a lot of time trying to find the right person for the right job. Jill Goldstein, the company's Vice President and head of human resources, said: "an Important aspect of successful recruitment is a clear understanding of the abilities, skills and behaviours required for each position. We recently took a behavioral surface test to select the most appropriate person. & Quot;
Business leaders at all levels can refer to the ten points listed above and apply them to the actual work to improve the professionalism of employees. For example, they can actively communicate with employees about changes in the company and ensure that employees receive the training they need to access information, library, and knowledge base, they can discuss HR planning and policies with employees, and communicate those policies to employees. They are not only consistent, fair and equitable, but also supported by the top level of the company, they can confirm and reward employee performance in a simple way such as recognizing someone at a team meeting, they can help the company recruit more likely Employees who guide employees and encourage them to participate in training, they can help companies ensure that their work environment meets the specific needs of different types of employees.
This is all part of an overall strategy that can help the company create a more dedicated workforce. Such teams are more likely to invest in creativity and passion in pursuit of high performance.