Employee engagement

I have been meaning to write this post for a while, about 4 months, and today Penelope Trunk provided the platform.

Penelope wrote about how to be a good manager, a great post but in my mind it can be summed up in one sentence.

So the first rule, and probably the only rule of management, is to be respectful.

She goes on to discuss Maslow’s Hierarchy of Needs and how they relate to management, well worth the read.

This bring me to the original post back in January about employee engagement, where I pointed to a video from McDaniel Partners. The video uses a hypothetical village of 100 people to show how many employees in a typical organisation are engaged. The numbers break down like this.

Of the 100 people in your village:-

  • 54 men and 46 women
  • 27 are engaged, committed and loyal to your organisation
  • 59 are just not engaged
  • 14 show up and do not care about what they are doing
  • 77 feel burned out
  • 33 are chronically over worked
  • 67 are overwhelmed by the daily bombardment of communications and information

The story gets worse!

  • On a typical day employees are interrupted 7 times an hour, of which 80% of the interruptions are trivial
  • 50% of your senior managers are too tired to talk to their spouses after a day in the office
  • 7 of your 100 employees are sinking into depression
  • 96 want flexible working time and more control over their time
  • 73 would curtail their careers in favor of more family time!
  • 15 are actively pursuing new jobs
  • 50 are passive candidates and would jump if the right opportunity was offered to them
  • Only 40 are interested in a career in senior management

The closing message in the video:

Treat people as people and you gain their loyalty.

4 thoughts on “Employee engagement

  1. I am in the throes of a very difficult work situation, and your summary at the top sums it up perfectly. In a team mtg re new structure and relocation, I said that I thought management was disrespectful to the staff by excuding us from consultative processes re these big changes.

    Needless to say it didn’t go over very well.

    Perhaps a link to your post would have done the trick.

  2. Thanks for the post! We loved doing this video and have been asked by so many companies if they can show it to their leaders. It is interesting that so many companies have lost sight of the personal and business challenges experienced by their employees on a day to day basis.

    Judy McLeish
    http://www.employeefactor.com

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