Engagement - why bother?

  • By J DALTON
  • 14 Apr, 2017

Why bother with engagement? - we tell you why!

Engagement - why bother??

So, you keep reading about employee engagement everywhere. It all seems a bit HR speak, doesn’t it? Engaging people, making workplaces the best place to work? It’s all about bean bags, ping pong tables and listening groups, right? Seems like a lot of noise from those pink and fluffy HR types??

You wouldn’t be the first person to be exhausted by the constant talk on the ground when it comes to employee engagement, and totally confused about what all the noise is about. You just want to all to go away so you can concentrate on your business, don’t you? What do these HR types know about running your business anyway?

Feeling better now you know you are not the only one? I bet you are.

Time to take a brave pill now. Ready for some searching questions?

Do you want your business to be successful? Daft question isn’t it.

Do you want to make great profits? Uh yes of course!!

Do you know how much staff absence is currently costing your business? Urm….

Why are good people leaving and why do you find it so hard to attract the best people to join your company? Well let me see….

Do you wonder why your customers complain so much or why they go and use the competition? I think it might be…but I’m not sure….

Why is you turnover dropping?

Now the brave pill has had time to dissolve, look at this. Would you like 37% less absenteeism, 28% higher gross margins, 19% increase in operating income, 18% higher productivity and 3.5 times earnings per share?

That’s what companies with highly engaged employees report.

It's time to be bothered!!

E3 Insight to help you transform your world of work

By J DALTON 31 May, 2017

I recently attended a fantastic Leicestershire CIPD event where Ian Brinkley, the Interim Chief Economist of the CIPD, answered this question. The main headlines were:

Headline 1 (Very good reminder): Don’t confuse productivity with effort! Productivity is the ratio of the output of goods and services to the number of labour hours required to produce that output.

Headline 2 (Not too much of a surprise): High productivity generates business growth and all the good things that come with that. Low productivity ….yes …… you’ve guessed it ……..will, over time, destroy a business and the people in it.

Headline 3 (Thank goodness for that): Some organisations are bucking the trend and have increased their productivity. They are the ones that have reacted quickly, are still investing in training, and are embracing the digital world.

Headline 4 (There is hope): There are things that HR can do to drive productivity (and they don’t include time and motion assessments):

1.  Champion productivity measures – Many organisations measure performance but not productivity, so won’t even know whether they have an issue until it’s too late. You don’t need a complicated measure – but you do need to be able to track and compare trends to know if you are getting better or worse.

2.  Keep an eye on the workplace culture – This will range from the physical environment in which people are working (put simply, it should be organised, safe and clean), the processes they are following (e.g.: Quality Management), the leadership they receive, and the beliefs and values (implied or explicit). If any one of these is not quite right it’s likely productivity is lower than it has to be. Changing organisational culture is not easy but you may not need to change all of the ingredients to make a difference.

3.  Drive the business case for investing in training , especially of a vocational nature. This will increase the skill base, enabling the business to respond and adapt more quickly than its competitors. Evidence exists to show that businesses that stop investing in training become less productive than those who continue to invest.

4.  Ensure effective workforce planning . Too many employees? Not enough? Are they working in the wrong place at the wrong time and/or on the wrong activity? This will all affect productivity. HR can play a key role in helping to shine a light on this one.

5.  Understand the skills in the business - and utilise them. By 2020 more than half the people in work in the UK will have a degree or equivalent. Use these skills as a competitive advantage, but first you’ll need to understand what talent you have.

6.  Effective people management frameworks – HR can lead the way on ensuring the business has frameworks in place that support and reward high performance. These can range from simple recognition policies to bonus schemes, through to appraisals and personal development reviews. The list is endless. The key question HR should be asking is whether the policies are supporting or stifling productivity.

If you want to know more you contact us at E3i today - info@e3insight.co.uk
By J DALTON 02 May, 2017
There's nothing worse than feeling that you have to change who you really are when you walk into work. That disconnect, as you leave the real you at the door, and become a corporate automaton. In the extreme cases this really disconnects you from your job, your colleagues and the company you work for. Many companies do not even think about the impact their culture is having on their employees personally, and from their perspective, the impact this is having on their customers through disengaged employees who just feel as though they are part of 'the company machine'. 

But don't panic - there are companies out there who do this well. These are the companies who put their people at the heart of their business strategies. When asked what the biggest issues companies face, the inspiring Richard Branson said: ' Many companies seem to fail to embrace their staff as individuals. Have you ever received bad news while at work? Have you had a family commitment that has clashed with your job? Whether it’s coming in later each morning so that you can drop the children off at school, or taking time out to visit a sick relative, or even a sabbatical to concentrate on other things or recharge – employers should embrace the different needs of each member of staff, rather than try to impose a one size fits all solution to problems .'
By J DALTON 14 Apr, 2017
Engagement - why bother??

So, you keep reading about employee engagement everywhere. It all seems a bit HR speak, doesn’t it? Engaging people, making workplaces the best place to work? It’s all about bean bags, ping pong tables and listening groups, right? Seems like a lot of noise from those pink and fluffy HR types??

You wouldn’t be the first person to be exhausted by the constant talk on the ground when it comes to employee engagement, and totally confused about what all the noise is about. You just want to all to go away so you can concentrate on your business, don’t you? What do these HR types know about running your business anyway?

Feeling better now you know you are not the only one? I bet you are.

Time to take a brave pill now. Ready for some searching questions?

Do you want your business to be successful? Daft question isn’t it.

Do you want to make great profits? Uh yes of course!!

Do you know how much staff absence is currently costing your business? Urm….

Why are good people leaving and why do you find it so hard to attract the best people to join your company? Well let me see….

Do you wonder why your customers complain so much or why they go and use the competition? I think it might be…but I’m not sure….

Why is you turnover dropping?

Now the brave pill has had time to dissolve, look at this. Would you like 37% less absenteeism, 28% higher gross margins, 19% increase in operating income, 18% higher productivity and 3.5 times earnings per share?

That’s what companies with highly engaged employees report.

It's time to be bothered!!

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