The results of Gallup Organization’s recent meta-analysis of employee engagement are well known. In summary, highly engaged organizations have double the rate of success of lower engaged organizations. Why? Many reasons, but for starters, highly engaged organizations, those in the top-quartile, have lower absenteeism and turnover – 65% lower turnover, which in and of itself has enormous consequences for a company.
What constitutes employee engagement? John Baldoni has a plain and simple definition: “People want to come to work, understand their jobs, and know how their work contributes to the success of the organization.”
Three great questions to ask yourself:
“How do I make work a place my employees want to come to? Not just in the grand scheme of things, but every day?”
“What do I do to make sure my employees understand their jobs? Not just by giving them instructions at the beginning of a project or task, but by asking questions, soliciting their opinion?”
“How do I let my employees know specifically the ways in which their work contributes to the success of our company? Not just at time of hire, to lure them in, but regularly, throughout the days and months we work together?”
You want engaged employees? Answering those three questions, honestly and directly, is a great way to start.