{"id":19238,"date":"2016-05-12T11:33:06","date_gmt":"2016-05-12T15:33:06","guid":{"rendered":"https:\/\/www.glensfalls.com\/glensfallsbusinessjournal\/2016\/05\/business-report-getting-engaged.html"},"modified":"2017-11-08T11:01:50","modified_gmt":"2017-11-08T16:01:50","slug":"business-report-getting-engaged","status":"publish","type":"post","link":"https:\/\/www.glensfalls.com\/glensfallsbusinessjournal\/2016\/05\/business-report-getting-engaged\/","title":{"rendered":"Business Report: Getting Engaged?"},"content":{"rendered":"
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\nMichael Cruz of Lighthouse Advisors, LLC<\/p>\n

Courtesy of Lighthouse Advisors, LLC\n<\/p><\/div>\n<\/div>\n

Most of your employees are not. With you, that is. A recent Gallup poll indicated that less than half of your employees are engaged in their work. In fact – it is more like 31%. If employees are not committed to you, your company and your customers, you are probably having trouble meeting company expectations. You will see it in poor decision making, unmet customer needs and being absent or late.<\/p>\n

Employee engagement means that they are not looking for new jobs. Your customers like interacting with your organization. You are seeing growth. Engaged people are enthusiastic about their work.<\/p>\n

Business leaders and managers in your own organization, are the most engaged at 38%. Manufacturing staff are the least engaged at 23%. Just imagine the difference in your company if you were to reverse the ratios. Imagine employee engagement reaching 67% or more! Without an engagement program, your organization probably fits the average.
\nHow do you better engage your employees? Start by asking them what they think! Find out what they value. My client companies know what their employees are thinking. You don’t have to be a large company to do a survey. Surveys work for organizations of every size.<\/p>\n

Then you need to hear what they tell you they want. Most often, surprisingly, it is not money. (That assumes you pay fairly, of course.) There may be some benefit programs that are more valued than the ones you offer. It does not mean you have to spend more, just that you may need to work on the mix of benefits.<\/p>\n

What engaged employees value more than raises often includes training; clear direction from leadership; and opportunities to use their strengths. Do you have a formal plan for helping employees grow? It’s good to identify strengths and weaknesses in your team. It is critical that you do something to help them grow their strengths and mitigate their weaknesses.<\/p>\n

Most of all, get some help building out your engagement strategy. In your list of your own strengths, you probably will not list “Effective at organizational development.” Even if you are good at it, it rarely makes the list of things you need to do today.<\/p>\n","protected":false},"excerpt":{"rendered":"

Michael Cruz of Lighthouse Advisors, LLC Courtesy of Lighthouse Advisors, LLC Most of your employees are not. With you, that is. A recent Gallup poll indicated that less than half of your employees are engaged in their work. 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