Tecnologia
Páginas: 6 (1339 palabras)
Publicado: 13 de agosto de 2012
12/07/12
How to Get Your Employees to Stop Job Hunting ‑ Forbes
Cause Integration
C AUS EC AS T: W H ERE BUS I NES S C ONNEC TS W I TH C AUS E
L EA D ER S H IP | 7/10/2012 @ 12:48PM | 3,541 views
How to Get Your Employees to Stop Job Hunting
Ryan Scott, Contributor
Studies show that engaged employees generate an average of between a quarter to a third more profits fortheir companies. Fantastic, right? But here’s the question: do you think that most of your employees are engaged? If you answered yes, chances are you’re dead wrong. According to one eyeopening study, fewer than a third of all employees can be classified as actively engaged at work. Put another way, some industry statistics show that 66% of employees are disengaged and60% are actively looking for work.
forbes.com/sites/causeintegration/2012/07/10/how‑to‑get‑your‑employees‑to‑stop‑job‑hunting/print/
1/4
12/07/12
How to Get Your Employees to Stop Job Hunting ‑ Forbes
This rampant disengagement or semiengagement hits where it hurts – your bottom line. As HR.com writer David Bator put it, since you pay a disengagedemployee 100% of their salary for 50% effort, if we assume that the average salary of an employee in a 500 person organization is $50,000, then the annual cost of disengagement for that company is over $8M, or $34,200 per day. Yikes. So what can companies do to reverse this trend? How do you keep your employees engaged in their work day after day, month after month, year after year? Sure, positive employee recognition is a great way to make people feelempowered, and by extension more engaged. But a party or a gift basket will only deliver a temporary jolt of enthusiasm and won’t do much at all for the greater dynamic of your organization. Let’s talk about some longer term strategies and tactics that will. The driving goal here is that each and every member of your company has agreat answer to the question, “Why do you work here?” And the answer shouldn’t be “the pay” or “the halfday summer Fridays.” Salary and benefits alone do not lead to employee engagement. What does? Well, it has to be something that feels like it originates from within each individual employee… something that empowers them. Something that makes them say “Listen to what my coworkers and I did the other day…”Now, I hear what you’re saying: “But Ryan, we did the ropes course with the whole design team last year! Eight out of ten “trust falls” went great, too!” (OK, I know no one said anything like that. Surely it was a 90% success rate with the trust falls.) And the answer is no; the usual seasonalengagement crutch of holiday parties in the winter and cookouts in the summer simply doesn’t work as the sole “cohesion creator.”Instead, to keep your employees enthused and engaged, you need to have programs that your employees feel that they are a part of every day. And these initiatives must make employees feel like they are contributing to the company, yes, but also, in the most successful instances, like they are a part of something even bigger. So think big. And what’s bigger than, say, the earth itself? What? Well, yeah. Jupiter. Andyes the Kuiper Belt is really huge, OK! You know what I mean. What I’m talking about is establishing a green recycling program that will make your employees aware that when they participate, not only are they doing good for the company, but for the planet as a whole. A recycling program is something that each and every member of an organization can participate in each andevery day and it’s a fine starting point for much bigger things. Taking things a step further, how about establishing a comprehensive corporate volunteer program, the strongest cure for employee disengagement?
forbes.com/sites/causeintegration/2012/07/10/how‑to‑get‑your‑employees‑to‑stop‑job‑hunting/print/
2/4
12/07/12
How to Get Your Employees to Stop Job Hunting ‑ Forbes...
How to Get Your Employees to Stop Job Hunting ‑ Forbes
Cause Integration
C AUS EC AS T: W H ERE BUS I NES S C ONNEC TS W I TH C AUS E
L EA D ER S H IP | 7/10/2012 @ 12:48PM | 3,541 views
How to Get Your Employees to Stop Job Hunting
Ryan Scott, Contributor
Studies show that engaged employees generate an average of between a quarter to a third more profits fortheir companies. Fantastic, right? But here’s the question: do you think that most of your employees are engaged? If you answered yes, chances are you’re dead wrong. According to one eyeopening study, fewer than a third of all employees can be classified as actively engaged at work. Put another way, some industry statistics show that 66% of employees are disengaged and60% are actively looking for work.
forbes.com/sites/causeintegration/2012/07/10/how‑to‑get‑your‑employees‑to‑stop‑job‑hunting/print/
1/4
12/07/12
How to Get Your Employees to Stop Job Hunting ‑ Forbes
This rampant disengagement or semiengagement hits where it hurts – your bottom line. As HR.com writer David Bator put it, since you pay a disengagedemployee 100% of their salary for 50% effort, if we assume that the average salary of an employee in a 500 person organization is $50,000, then the annual cost of disengagement for that company is over $8M, or $34,200 per day. Yikes. So what can companies do to reverse this trend? How do you keep your employees engaged in their work day after day, month after month, year after year? Sure, positive employee recognition is a great way to make people feelempowered, and by extension more engaged. But a party or a gift basket will only deliver a temporary jolt of enthusiasm and won’t do much at all for the greater dynamic of your organization. Let’s talk about some longer term strategies and tactics that will. The driving goal here is that each and every member of your company has agreat answer to the question, “Why do you work here?” And the answer shouldn’t be “the pay” or “the halfday summer Fridays.” Salary and benefits alone do not lead to employee engagement. What does? Well, it has to be something that feels like it originates from within each individual employee… something that empowers them. Something that makes them say “Listen to what my coworkers and I did the other day…”Now, I hear what you’re saying: “But Ryan, we did the ropes course with the whole design team last year! Eight out of ten “trust falls” went great, too!” (OK, I know no one said anything like that. Surely it was a 90% success rate with the trust falls.) And the answer is no; the usual seasonalengagement crutch of holiday parties in the winter and cookouts in the summer simply doesn’t work as the sole “cohesion creator.”Instead, to keep your employees enthused and engaged, you need to have programs that your employees feel that they are a part of every day. And these initiatives must make employees feel like they are contributing to the company, yes, but also, in the most successful instances, like they are a part of something even bigger. So think big. And what’s bigger than, say, the earth itself? What? Well, yeah. Jupiter. Andyes the Kuiper Belt is really huge, OK! You know what I mean. What I’m talking about is establishing a green recycling program that will make your employees aware that when they participate, not only are they doing good for the company, but for the planet as a whole. A recycling program is something that each and every member of an organization can participate in each andevery day and it’s a fine starting point for much bigger things. Taking things a step further, how about establishing a comprehensive corporate volunteer program, the strongest cure for employee disengagement?
forbes.com/sites/causeintegration/2012/07/10/how‑to‑get‑your‑employees‑to‑stop‑job‑hunting/print/
2/4
12/07/12
How to Get Your Employees to Stop Job Hunting ‑ Forbes...
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