Selasa, 18 Februari 2014

Does employee engagement matter?

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Gregory P. Smith
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President
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"We should seize every opportunity to give encouragement. Encouragement is oxygen to the soul. The days are always dark enough. There is no need for us to emphasize the fact by spreading further gloom."

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"A smile while giving honest criticism can make the difference between resentment and reform."

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Letter from the Lead Navigator:    
 
Whew!  Where did all this snow come from?  Last week's snow storm put a real "freeze" on everything here in North Carolina.  Well, let's hope for warmer weather as we head into the summer months.

I will be heading to Ireland this week and returning March 1.  I hope to post some photos of our trip on my Facebook page.
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Gregory P. Smith

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Does employee engagement matter to company success?

 

Today you hear a lot about employee engagement. Senior executives have been concerned about this within their company for some time... and for good reason.

 

There are many descriptions of what employee engagement is and what an engaged employee looks like. In recent newsletters, we have discussed these areas. If you missed these articles, contact us and we will send them to you right away.

 

An engaged employee is:

  • Willing to put in the extra effort
  • Have high levels of loyalty
  • Have an emotional bond to the company
  • Promote the company as "the employer of choice"
  • Strive to inspire peers

 

Are your employees engaged?

According to a Gallup Study and a recent report from SHRM, on average, employees were only moderately engage. In addition, employee engagement levels have been consistent for the past several of years.

 

Average levels of engagement:

  • 29% actively engaged
  • 55% non-engaged
  • 16% actively disengaged

 

What does this mean to businesses?

  • Lost productivity costs businesses $350 billion per year (Gallup)   
  • Companies with highly engaged employees were 200% more profitable (Watson Wyatt Worldwide)   
  • One disengaged employee can bring down performance by 30%-40%. (Felps, Mitchell & Byington)

 

Business performance suffers greatly due to disengaged employees.

 

Mission, Vision, & Values must be congruent and understood by all employees in order to increase employee engagement. Connect each employee with the overall strategy & success of the organization. Help everyone understand the "big picture" and how they contribute to this overall strategy. Reward engagement consistently based on each individual's values, motivators, EQ, & behaviors. Always be on the lookout for disengaged employees and take action quickly.

 

If you have any questions about this article, or about how we can help in creating a highly engaged workforce, contact us today!

 

 

Engagement is the key to organizational success!  
~ Gary Sorrell

 

Call or email us  for more information.

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Written by Gary Sorrell, Sorrell Associates, LLC. Copyright protected worldwide. All rights reserved. References & Sources; TTI Success Insights, Gallup, Watson Wyatt Worldwide, & Felps, Mitchell & Byington)

Time is on my side.... Yes it is!

 

 
In today's environment, we must do more with less. Each person is working harder, expected to do more, and all with fewer resources. IE: not enough help, need more supplies, not enough time, etc...

 

So time management is vital and critical when having meetings. Unfortunately, many of the attendees view meetings as a waste of their time. Often they turn into complaining sessions with little or no direction and / or a reason for the meeting.

 

You, as the leader, must take control of the meetings and make sure they have a purpose, objectives, and are time bound.

 

When scheduling a meeting, it may be helpful to remember the acronym POT.

 

Purpose - define the purpose of your meeting. Why are you having a meeting? Send the agenda to all participants prior to each meeting. This way they will know why they need to be there and it also gives them the ability to add a topic to the meeting.

 

Objectives - What needs to be accomplished? Set an agenda and list the topics to be discussed. Each topic should have an allotted amount of time and should total the overall meeting timeframe. Set aside suggestions that don't fit in the current meeting agenda and address them (if time allows) at the end of the meeting or put them on future meeting agendas.

  

Time bound - What is the duration of the meeting? Set up a start and end time. Meetings need to start on time. Don't wait for people to show up or review for those that are late. That wastes the time of the people who showed up on time. Do not go past the end time unless it is absolutely vital and the participants agree to the additional time. Ask the participants to help keep track of the time so you don't run over. If the meeting leader/organizer does not show up on time, the meeting should be considered cancelled and attendees should go back to work.

 

Junk meetings are worse than Junk email. They waste a lot more time and money. At least with junk mail you can set up a folder and hit delete.

  

Stop unnecessary meetings like the "standing weekly meeting." Meet when you actually have something to discuss.

 

If your meeting does not meet this criterion, than you should not have it and toss it in the POT. :)

 

Have a happy productive meeting! Need an agenda template?  Click here to download it at no cost. 

 

Call or email us  for more information.

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Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected worldwide. All rights reserved.  

 

Achieving Emotional Intelligence

Considering that high performance and good decision making are the ultimate outcomes, how are they attained? There is no doubt that general intelligence and technical skills contribute to high performance. However, to truly succeed consistently, one must also possess a high level of Emotional Intelligence (EQ). EQ is the process of recognizing, managing, and appropriately leveraging emotions within yourself and with others. The value of emotional intelligence increases dramatically with job complexity. Research has shown that those with high EQ are 127 times more productive than those with low EQ. Through his research, Goleman has concluded that the key differentiator between star and average performers is EQ.  

Emotional Intelligence is the ability to sense, understand and effectively apply the power and acumen of emotions to facilitate high levels of collaboration and productivity. (Cooper)


Adapted by Gary Sorrell TTIVAA with permission. Copyright Target Training International. LTD
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