Because of a major shift in the demographics of the workforce, there is a large group of workers today that fall into the category of employees who want frequent feedback. Employees that want frequent feedback include: Millennials, free agents, supertemps, contractors, virtual employees, and individual contributors.
Lack of accountability and effort is going to often occur without frequent dialogue regarding goals and performance expectations. As people are the most important asset for any business that depends on the daily performance of its people, then frequent feedback, recognition, and participation are required for engaged employees.Engaged employees are 2X more productive and drive stronger financial performance across many Key Performance Indicators (especially for sales and customer service).
Engaged employees deliver higher customer satisfaction and lower unwanted turnover. Think about this:
“customer satisfaction” will never be higher than “employee satisfaction”
The Goal of Human Capital is to Drive Performance.
Think about this:
“… people might be our most valuable asset, or our biggest liability!”
“People could be our only true competitive advantage, or our competitive disadvantage…”
“…success absolutely depends on the quality of our employees”
There are a number of tools that incorporate social communications into work communications that encourage frequent feedback between employees and managers. Contact Charles Bedard for a complete list.
What group do you fit in?
[] Engaged Employee. Attributes of engaged employees include: Involved, hardworking, committed, actively participating. Actively engaged employees go above and beyond engaged employees.
[] Disengaged Employee. Detached, cherry pick what to work on, often unavailable, only works when they have to, poor results, negative about the organization, as well as in their interactions with coworkers and customers, going through the motions and often invisible.
While there are a plethora of reasons for why employees become disengaged (poor / ineffective manager being #1), the majority of the time a good employee is expected to improve over time without much feedback, recognition, or goals alignment. Take a product tour now to checkout what tools are available to connect employees to goals, and employees and managers in an ongoing routine of frequent feedback and communications.
I think you make some great points. It does take some considerable time on the Manager's part to interact and engage with employees, but the payoff proves more than worth it.
As a digital agency, inspiring creativity and innovation from our employees yields real, intellectual property.
All you have to do is look at how Google encourages employees to 'go for it' and you'll see employee engagement at its best.
Posted by: MarketingEvolve | August 02, 2012 at 10:02 AM