Engagement is about results, not employee happiness. What will it take to meet or exceed your 2014 business objectives? It will take the optimum utilization of your finite resources – beginning and ending with people. From your VP’s to the hourly work force. One team, one goal, focused on universally understood objectives and sharing in success together. On one hand it is a rather simple premise. On the other it is a challenging organizational culture to create and sustain. However, properly designed and executed, the results can be dramatic.
In all likelihood you already have significant market challenges in 2014. Competition, falling product/service prices, rising costs, health care and the list goes on. What you don’t need is self-created internal challenges manifesting as inter-departmental disconnects, low motivation/productivity, inefficient use of resources, and lack of business-wide focus and intensity. Do your employees know and clearly understand the challenges and opportunities facing you in 2014? Do they care? Do they get the same compensation whether the goals are met or not? Or worse, does your existing performance based compensation have a weak link to your overall business results? 80% of our work over the last 5 years has been replacing existing incentives, bonuses, profit-sharing plans with our Equishare System. Replacing not simply the formula, but more importantly the culture – moving from an atmosphere of disconnected to one of emotionally engaged in clearly defined results.
Many times organizational challenges can be exacerbated by a flawed definition of Employee Engagement. When you have staff discussions regarding engagement, they should be focused on performance, productivity, success, failure, and monthly results which are clearly identified and measured on the financial statement (as described in the previous post). Clear, focused, tactical and universally understood measures of business results. Again, from the VP level to the hourly workforce. One team, one goal, no excuses, just results.
After 20 plus years, our mantra of define, measure, pursue and reward organizational results, is as applicable today as ever. Maybe even more so, as corporate culture has in many cases succumbed to the “noise” of our culture at large. To much information, communicated in way that is over-the-top distracting, leading to a disconnect between what senior leaders desire and what employees hear. I was recently in a employee cafeteria with 40 different Excel charts posted on the walls… measuring who knows what. I did not see a single employee look at any of them.
Taking the time to craft a succinct, universally understood definition of monthly business performance that serves as the organization’s end-zone, and rewarding all employees when they get there as a team, will enable you to meet and exceed your 2014 budget.
In the end, you must ask yourself… do your employees at all levels know the high leverage issues driving the 2014 budget objectives? Do they care whether they meet them or not? Are you sure?
If you would like us to assess your 2014 budget to identify the impact of having full and emotional employee engagement, please contact me.