How to Save 720 Million Dollars

Купить План Киренск Can you imagine spending $720 million to solve a business challenge, only to find almost no return on your investment? A recent report by Bersin & Associates¹ shows that organizations spend this much annually to find ways to improve employee engagement. Still, most studies find 60-70% of employees are not engaged in their work.

купить Перец Багратионовск This money is spent on programs that hope to measure employee engagement or find ways to increase it. So far, it’s been a bad return on the investment. Save the money. Finish this article.

follow site So what can you do about this? Well first, don’t waste your money studying the problem. If your employees aren’t engaged, you already know it. There. I just saved you $360 million.

go here Second, you need to do something about it. Let’s start by getting an idea of what employee engagement looks like. By reflecting many of the following attributes, engaged employees:

  • Suggest/try new things
  • Create new ideas
  • Generate contagious passion
  • Don’t watch the clock
  • Eat lunch at their desks (not because of work overload, but because of contentment)
  • Refer to “we” not “me”
  • Stop to say, “Hi.”
  • Get excited about new research or new work related technology
  • Smile a lot
  • Stick around
  • Find ways to make things better

This is no definitive list, but you get the idea. So having painted the picture of an engaged employee, what does one do to generate engagement? To start, you have to take responsibility…not just spend money on it. Here’s how:

Ask questions. Ask questions of each employee. “What do you like about this place?” “How would you do things differently?” “What do you need?” “How can I help you to succeed?” “What do you hope to accomplish personally in your work here?” “If you had the choice, what would you like to be doing here that might help move the organization forward?” A boss tells. A leader seeks.

We live in a world of job descriptions, 8.5 x 11″ pieces of paper with edges that limit the abilities of the employee. These should be guides, not shackles. Employee engagement is hindered when job descriptions focus solely on the means, not the end. If you think of employees as human job descriptions, you’ll throw away most of their potential. And opportunities for engagement are discarded as well.

Think of employees as solutions. Raise the challenge. Ask the questions. Engage with them, and they will engage with you. Incorporate more asking into your conversations with employees. Give them some latitude – some room to succeed or fail. Look for the place where their purposes, drives and desires can mingle with the purposes of the organization. That’s where you will find employee engagement.

That’s it! I just saved you the other $320 million. And I’m open if you’re willing to buy me lunch.


¹Bersin & Associates:  Employee Engagement: Market Review, Buyer’s Guide and Provider Profiles (August 14, 2012)

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