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The general understanding most organizations have is that people are both their most important factor to success, and greatest financial expense. In simple terms, people are the hardest and most important part of running any organization.
Despite this well-known fact, somehow organizations still struggle mightily keeping employees engaged, let alone fully maximizing their potential. The data is quite stark according to Gallup – since the year 2000, roughly 1 out of 5 employees are actively disengaged! Another way to think of this is they really hate their job, and perhaps might even be sabotaging their company due to their dissatisfaction.
Despite this well-known fact, somehow organizations still struggle mightily keeping employees engaged, let alone fully maximizing their potential. The data is quite stark according to Gallup – since the year 2000, roughly 1 out of 5 employees are actively disengaged! Another way to think of this is they really hate their job, and perhaps might even be sabotaging their company due to their dissatisfaction.
There are 2 primary reasons why employers have been mostly unsuccessful in maximizing the potential of their people: they don’t know how or where to begin, or they don’t care to do anything about it. In either case, there are major implications to organizations who ignore this troubling trend.
According to Business Leadership Today, companies with engaged employees are 21% more profitable than those with low levels of engagement. In an era where businesses struggle to maintain budgets and profitability, it’s no longer optional to get the best from our workers – it is vital to our survival and long-term success.
There are 2 primary reasons why employers have been mostly unsuccessful in maximizing the potential of their people: they don’t know how or where to begin, or they don’t care to do anything about it. In either case, there are major implications to organizations who ignore this troubling trend. According to Business Leadership Today, companies with engaged employees are 21% more profitable than those with low levels of engagement. In an era where businesses struggle to maintain budgets and profitability, it’s no longer optional to get the best from our workers – it is vital to our survival and long-term success.
The important thing to remember about making decisions regarding people is that there needs to be several layers of objectivity to avoid biased or misinformed choices.
Here are some examples of introducing objectivity in the employee optimization process: