By Mauro Libi Crestani.
All major market surveys make it clear that at present, most employees
are producing less than they are capable of producing, so productivity levels
of companies have declined alarmingly. Indeed, Gallup found that 71% of all
employees are either "not engaged" or "actively disengaged"
companies. Against this complicated scenario, employers must act and implement
methods to reverse the numbers and connect the workforce to their responsibilities
in organizations.
Research indicates that
companies should act when they see their employees do not feel committed to
their workplace. HR departments handled a number of tools to reconnect workers
subirles commitment, morale and increase their performance. It also has rules
to prevent employees from falling into the temptation of the many distractions
that abound in the workplace.
Once companies recognize
that employees are disabled (usually have dull countenance, drowsy, distracted,
with beady eyes) must proceed to communicate with those employees and explain
that their inactive attitude represents a high cost for the company, why should
change or withdraw.
According Terri Kabachnick
in his book I Quit, some of the most common causes of labor decoupling are lack
of information, lack of purpose of work and lack of respect. To re-engage their
employees or prevent disengagement during its slowdown in business, the
business leader must establish efficient communication policies.
Workers must be kept
informed, information management and optimal communication has a impact on your
mood and motivation.
After studying communication
patterns in dozens of organizations, Tamotsu Shibutani concluded: "It is
better to keep informed their work tables, to avoid losing them."
If you want an engaged
workforce, then you must instill a sense of purpose of employment. It is almost
impossible for employees to spend five or 10 years in a job and feel good about
themselves. Many believe that their jobs are a colossal waste of time.
Employees need to know more
than it involves work. A portion of the address is to ensure that their workers
go on every day to the company with the feeling that they are working on
something very important.
To build a culture of
employees "engaged" we must show the workers that their jobs have a
purpose that only they can fulfill.
That's why an effective
strategy of attributing productivity is directly related to the employee a
responsibility to their superior. If an employee feels that their work is
important or essential he or she will be fully committed to their jobs.
It is advisable to show
their respect, treating each employee as an individual. Get to know the
strengths and weaknesses and preferences of each person. He calls each person
by name and make you feel that your work is appreciated by the company. These
small changes will change the attitude of the employees and connect with
productivity goals of the company. By Mauro
Libi Crestani.
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