Motivated and engaged employees are something all companies want. We all know that team building and spending money on employees can be a waste. They are ungrateful an the results remains the same, or even worse as they spend a week talking about how that last round of go-carting went. Employees should work, after all that is what they are paid to do. You know, I kind of agree to a certain point.
Celebrations, team-building, events are great for a cheer, for some fun, for a break in the average mundane work day. Most of us love a gift on our birthday; just a few of us are loaded with happiness the rest of the year because of it. I think team-building and celebrations are nice. They are nice for fun at work and that is also important. Just like it is nice to be looking forward for a vacation. It will not have a lasting impact on motivation.
“We had a great barbecue last week, the food was great, but the job still sucks”
A question: Why do people learn how to play an instrument at their own spare time? Why do people go to classes in the evening to learn another language? And they even pay to do so. You pay them, and still they fall asleep at the desk during your morning presentation meetings.
Another question: What is the difference between work and leisure motivation?
“well it is something I want to do”
Another question: Why do you want to do it?
“because it is fun, and I control when, why and how to do it”
Another question: How can you re-create that motivation at work?
Another question: When was the last time you told someone what they should do?
– A follow up question: When was the last time you asked what they need to do a good job?
[box type=”info” size=”large” style=”rounded” border=”full”]About four years ago, I got a strange job offering, the dialogue was something like this:
“We want to hire you”
“What is the job about”
“We don’t know yet, but we think that you are good at it”
It freaked me out, so I did not take it. I wonder if I might have been deadly wrong?[/box]
I have worked with a lot of managers and employees, the best solutions are often provided by employees. – The frustration is at the same time “But they never listen to us”
- Listen to your employees
- Ask them how you can be of service
- Let the employees create solutions
- Delegate the challenge, accept their way of solving it.
- Remove obstacles preventing them from performing.
- Praise when deserved and sometimes when it is not, just for the moral boost.
- Be honest about mistakes, but do not blame, flag a problem and drop the ball.
- Let employees follow up on ideas
- Demand one thing: the desired results.
- Smile, inspire and point in the direction.
And I include facts that should scare you:
55 % are unengaged at work. Well sounds like 45 % is engaged then? No, 19 % is actively dis-engaged at work. (Gallup)
– We are talking lost customers, lost opportunities, lost sales, sabotage.
78% would recommend their company’s products of services, against 13% of the disengaged. (Gallup)
This means: Among 20 employees: 26 % (5,2) are engaged enough to be among the 78 % that recommend your company and services. In total 4 people will be positive about your company.
18 % of the 55 % will be positive: So almost 2. In total you will have 6 people talking in a positive way about your company.
So 14 people are not promoting your company at all and feel no obligation to make your company a success.
The numbers is almost the same about understanding your customers’ needs.
And I am sorry to say that a team building won’t save the day. What if you can get 70 % of your company to act like the last 30 %? Can you still not afford to invest in employee engagement?