It All Comes Down to the Bottom Line!

bottom lineIn this article we will discuss employee engagement and what to do about it.

With employee engagement it all comes down to the bottom line! The operating margin and profit for high-engagement companies is shown to exceed that of low-engagement companies. Here is how employee engagement affects the bottom line and provides a greater ROI.

  • Highly engaged employees are more productive
  • Highly engaged employees stick around longer
  • Highly engaged employees represent the company better
  • Highly engaged employees deliver more to the customer

Employee engagement can be divided into three categories:

  1. Engaged – Employees believe in the business, want to improve their work and are willing to do what it takes to help the organization succeed.
  2. Disengaged – Employees have little passion for their jobs and see work as an exchange for time for money paycheck. Perhaps they once were engaged however the thrill is gone.
  3. Actively disengaged – Employees make their dissatisfaction and misery known. They will tell anyone, everyone who will listen what they think is wrong and put a drag on efficiency.

In a recent study from the Society of Human Resource Management, the number one area where employees obtain the most satisfaction is Relationships with Co-Workers (73%), followed by Opportunity to use their Skills and Abilities (70%), and Relationships with their immediate Supervisor (70%).

However employers are seeing less engagement well below the requested 73% and 70% respectfully. You see in the same survey, only 58% of the employers believe in their organization employees take action when they see a problem or opportunity.

So what can Employers, Business Owners and Supervisors do to increase the Bottom line profitability with employee engagement?

Let’s look at simple, effective strategies to address Employee Engagement:

Five Steps to building Employee Engagement:

  • Help Employees understand their jobs and how they fit into the overall company goals.
  • Provide Realistic deadlines and milestones for achieving goals and projects.
  • Give Employees the authority and means to get the job done by outlining expectations and providing timely feedback. Be their COACH, not their micro-manager.
  • Acknowledge good work and celebrate individual / company success with your employees.
  • Help develop a clear development plan for advancement or learning new skills. This is NOT always promotions in your business. It can be learning / developing skills, experiences they can use moving forward for newer, challenging work. Additionally ensure you provide them opportunity to use these new learnings.

So how is your Business Doing with increasing the bottom line with employee engagement? Start NOW to figure out how to provide 1 – 5 to your team and start to measure the quantum leap in revenue, profits, customer satisfaction, etc.

This is an excellent opportunity for you to start that which will of course allow you to WORK ON YOUR BUSINESS vs. IN YOUR BUSINESS.

Doing this will provide you with Employees who are Assets NOT Liabilities.

Now if you need training, help or assistance setting up this up, implementing it and accountability following it I recommend you work with a Business Coach.

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