How many people really work at your company? Is it only about one third? Did you know that is exactly what the Gallup organization learned? If that is true in your organization this is why you should be concerned.
Employee engagement is directly responsible for your company’s sales and profits. Disengaged employees will result in lost customers. The best measure of success is a growing flow of loyal customers.
I recently did a similar engagement survey called D.I.AL.O.G. for an organization. This organization provides onsite catering and event services. Their requirements for success are a providing good service, great food, consistency, and a great guest experience. The owners appear to be frustrated. They were struggling to get more business but having a hard time providing good service to existing customers. Here is why.
For starters, the owners disagreed on the operation of the business. Because of this, some key employees chose pick and choose based on this disagreement. The managers complained about lack of leadership and direction. One manager was very hard on her staff and had no tolerance with people of different capabilities. You could read the lack of tolerance in her face. One owner knew of this manager’s difficulties with her staff but was afraid to confront her. He complained that it would be difficult to replace her because he felt that it was difficult to recruit and hire in his geographic area. Finding staff in that area was not the problem. Rather, the reputation created by the entire leadership team was suppressing applicants and potential customers alike. This example shows how employee disengagement will torpedo the success of the business.
The concept of change is never easy to accept. These owners were defensive and made excuses. Pride, however, will not result in a profitable outcome. Embracing change must begin the engagement of the staff.
Here are the starting recommendations to correct this situation:
• The owners must agree on vision, values and objectives for their establishment. In order to have managers that lead the owners must first inspire. They must be clear and be positive. Owners must convey their goals to everyone but this should start with their managers. They need to make sure their managers understand the business objectives and that they be given clear authority to get results by working through their team. In particular focus on:
• Hold the managers accountable for objectives that they have the authority to implement. Give managers a clear description of duties, authority, and responsibility. Don’t countermand a manager’s directives to staff. Instead, discuss disagreements with managers privately.
• Have detailed job descriptions with regular and ongoing performance feedback. Hold the staff accountable and take proper action to correct errors. Have a no tolerance policy for abuse.
• Develop easy to follow systems and procedures that will facilitate smooth operations.
• Develop a customer loyalty program. Create a process to exceed customer expectations.
The result: Focused owners will empower engaged and focused leaders empowering an engaged staff serving loyal customers.
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