When employee investment becomes a part of your company culture, everyone benefits
Without thinking too hard, name two or three of your top performers. These people not only bring a strong skill set to your organization, but they also innovate, inspire others and approach their jobs with enthusiasm and a knack for problem-solving. Now, consider how your business could thrive if a little employee investment could turn more employees into top performers.
A team full of motivated and engaged employees doesn’t have to be a pipe dream. The challenge is finding the right combination of strategies that bring out the best in people.
Let’s take a closer look at the issue:
Unhappy Employees Turn Out Poor Work
Gallup’s “State of the Global Workplace” report showed that unhappy employees make up 85 percent of the world’s workforce – and that translates into an eye-popping $7 trillion in lost productivity each year.
You can spot an unhappy employee pretty easily. They:
Complain to you, their coworkers and even your customers
Do work slowly
Don’t contribute in team meetings
Rarely offer problem-solving ideas
Sometimes react with overt hostility toward others
At a gut level, you already know the negative impact your unhappy employees have on their colleagues and the work your team produces.
They Also Leave
A large percentage of unhappy workers quit their jobs. While the loss of one disgruntled worker might feel like a relief in the near term, you must then spend time recruiting and training that person’s replacement – to the tune of a monetary loss of about 33 percent of that employee’s salary. The cost also adds up quickly in terms of time, resources and energy that could be better spent on business development and innovation.
If high turnover has become a theme in your company, you likely feel overwhelmed and a little disgruntled yourself. Turnover creates a cycle of stress and scarcity for your entire team, which could result in even more unhappy employees.
By Contrast, Happy Employees Take Charge
Before we get too depressed, let’s go back to those star performers. Consider the positive impact engaged and motivated people have on your business. They:
Look for solutions to problems rather than using challenges as an excuse for poor performance
Focus on their strengths and look for ways to contribute to the team
Proactively work with their managers to seek out new responsibilities and opportunities within the company
Contribute new ideas and fresh perspectives that support company success
Take accountability and learn from their mistakes
In short, top performers not only meet the expectations you have set, they actively seek new ways to support company goals.
What Contributes to an Employee’s Satisfaction?
Keep in mind that a star employee who thrives in one environment could easily become dissatisfied in another. In turn, unhappy employees might light up if given the right recognition and tools for advancement.
Company culture and management style have a direct effect on employee satisfaction level. If the universe (or your stellar recruiting team) gives you the gift of a motivated worker, it’s your job to invest in that person to help encourage his or her success.
Some of the tools in your employee investment arsenal include:
Salary and bonuses. Quality employees deserve fair compensation for their time and skills.
Promotions. Employees who know they have a track for growth within the company will stay longer and contribute more.
Continued learning. When an employee learns something new, the employer gains not only that new skill set, but an employee with improved memory, productivity, focus and critical thinking abilities, according to neuroscience research.
Freedom to innovate. Engaged employees want to use their skills, strengths and creativity, and a company that allows the time and freedom to explore new ideas and projects can help people feel more valued and more connected to their work.
Flexibility. A company that acknowledges employees’ full lives, inside and outside of work, can go a long way toward attracting and keeping top talent.
Open communication. A cookie-cutter approach won’t work. Communicate openly with each employee about his or her specific needs, career goals and more. An employee who feels heard also feels more valued and engaged.
We will explore these ideas and more in future blogs. Bottom line, taking the time to invest in your employees’ job satisfaction will reward you with increased productivity and more innovation.
If you struggle with high employee turnover and disgruntled staff, reach out to me to schedule a free strategy call. I have worked with multinational companies to small start-ups in developing effective and powerful HR strategies that boost employee engagement and results.