Employee engagement is a hot topic these days. According to a Gallup poll estimate, disengaged employees cost the US between $450 – $550 billion each year in terms of lost productivity. Could you be contributing to that figured by not finding out what’s truly meaningful to your employees?
According to The Ken Blanchard Companies own research on the topic of Employee Work Passion, there are five job factors that can have a direct impact on retention: Autonomy, Workload Balance, Task Variety, Feedback, and Meaningful Work.
Over 800 individuals responded to a survey asking them to rank these factors by order of importance. While all five factors are important, Meaningful Work was most commonly ranked as being the #1 priority. In other words, respondents feel that employees need to know that the work they do has a direct positive impact on their organization, whether that impact is internal or external.
It makes sense, right? If I’m an employee who feels my job duties are really just “busy work” that aren’t contributing to my organization’s success, will I really be engaged in my work? If I don’t see my own work being important, how motivated will I be to go the extra mile?
Think about those fabulous people who work in IT. Lots of companies, regardless of what business they are actually in, rely on the systems and technology maintained by these individuals. While IT support may differ entirely from the type of work being done to maintain/grow a customer base, that doesn’t mean the work is any less important. If you have a frontline IT help desk representative who doesn’t see that their own contributions have a direct impact (i.e. employees from other departments could not complete their own work without the assistance of IT support), their quality of work may suffer.
A common trap leaders fall into is to assume that just because their organization is in the business of making positive impacts on customers and people, that their employees see it that way, as well. Leaders need to be proactive to ensure that their people also see the benefits of the work they complete.
ASK your employees how they feel about their work. Be sure to check this barometer on a regular basis. It’s easy for people to forget their importance in the grand scheme of the organization’s success. If your company has ever been through a series of changes, you can probably relate.
SHOW them the results. Ensure they know that they make a positive difference based on positive outcomes.
PRAISE them when praisings are due. If they did a good job, be sure to tell them! If you hear from another employee or customer that that they did a good job, pass that along to the employee!
How do you personally make sure your employees understand their contributions are meaningful? Leave your comments!