Today's Business Lessons
Engagement
Many
people are employed, but not engaged. There is a huge difference
between employees who are merely present from those who are engaged and
truly dedicated.
If you look back in business history, engagement was not necessary
during the period of industrialized economy. It was optional during the
time of knowledge economy. But today in our creative economy, it is the
main game.
The challenge with engagement is that it’s a gift, not an exercise of
control. Nobody could be inspired to become more engaged in their jobs
by memorandum.
A leading poll firm in the United States of America claims that only
20 percent of local workers are fully engaged. This means tremendous
losses in the work place.
Many HR practitioners want more engagement in their work environment
and would often turn to persons capable of motivating their employees.
But then, this makes me think. What causes the low rate of engagement?
Is it the amount of work? No, I don’t think so. Some people might say
it is because of poor work environment. No, not necessarily. I have
been to companies that showcase very beautiful, modern work facilities
yet their attrition rate is still very high.
Now, not many people are willing to admit this for fear of losing
clients. But if a consultant’s motive is to help the clients improve,
then the truth must be spoken no matter how politically incorrect it may
sound.
One of the top reasons why people are not fully engaged can be summarized in two words:
Lousy Bosses.
We have heard stories of how egotistical bosses terrorize and
intimidate employees. Professionals have determined that there is a
strong correlation between bad leaders and employee health problems. And
these problems are huge liabilities for organizations.
It is true that many people are sick because of their bad bosses. How
do you expect the people to be engaged in their jobs -not because the
things they do have issues- but because their bosses do not treat them
well?
Bosses without leadership skills drive good people away and good
people aren’t afraid of losing their jobs. As the economy grows, with
ASEAN integration in the picture, business competitions will go into
high gear, particularly the area of talent acquisition and retention.
Unengaged people are not necessarily ‘unengaged’ because of their job
routines. In fact, most people I have interviewed said that they love
their jobs, but the incessant maltreatment and offensive behaviors of
their bosses make them start sending their resumes to headhunters hoping
for another place where their services and contributions would be
appreciated.
I would like to suggest three things that would make your people increase their engagement:
1. Develop the skills, behavior and values of the organization
leaders. Train them to treat their people well. In other words, develop a
“No Jerks Allowed” policy in the work place.
2. Articulate the company’s reputation and its commitment to be a
desired place for employment. This attracts new talents. The PMAP’s
“Employer of the Year Award” is coveted. And I had the privilege of
being one of the judges in the large enterprise category a few years
ago. This distinction is very much desired and it is my personal opinion
that every organization should vie for this coveted title.
3. Train company employees on soft skills. These soft skills are
personal development, attitude improvement and behaviors based on
corporate values. This is the most effective way of articulating your
company ethical behavior DNA and this sets your company culture.
Treat your people well and develop your leaders. After all, your people are your strongest assets.
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