Engaging Staff to Improve Productivity

Over 70% of people leave their jobs because of the way they are led." Norman Drummond, Motivational Speaker

I recall a client saying to me when the impact of the Global Financial Crisis was first being felt – “I would prefer not to take on new staff given the recent economic uncertainty, however I have clients that need to be serviced. I know a lot of my existing staff are operating at about 80% of potential productivity, but how do I tap into that final 20%?”

The answer was, and still is, simple. Engagement. Engaging staff in their work to increase individual output and therefore, overall productivity.

Are your staff engaged in their work? Are they engaged to the point that they are near 100% capacity? Would improving their performance be a simpler, and cheaper, solution than taking on new staff?

In many cases, the above questions lead to a realisation that focusing on existing staff may be a more viable option than seeking new staff to ‘fill the gap’.

So how do you provide that focus to improve performance and productivity? For staff to become engaged, they firstly need to understand, and believe in, the bigger picture. What does this company do? What are its overall aims? What direction are they heading in?
 
MBTI Accreditation

Michelle has recently obtained her certification as an MBTI Practitioner and would be keen to discuss the use of MBTI as a development tool if this is an area of interest to you. Find out more about Michelle's expertise here.

Otherwise, please contact Michelle to discuss further.

 

ICN Major Projects Forum

Simon recently attended the Industry Capability Network (ICN) Major Projects Forum in Melbourne. Speakers discussed a variety of topics including the future of the Australian Economy, upcoming major projects and working with Government.

 

Secondly, they need to understand and be enthusiastic about their role in that bigger picture. Where do I fit in? How important is the role I play?

Lastly, they need to see the impact they are having on the performance of the company. Where can I see that I am making a difference? Is my input being noticed and acknowledged?

“With so many people either hating or being ambivalent about their work, there’s little wonder Australasia’s productivity is languishing. A predominant percentage of the workforce is performing at a level of personal productivity below their capability. There are just too many people with a ho-hum attitude, too many just going through the motions and dragging the chain.” Grant Sexton, Executive Chairman, LMA

In the April 2011 release of the L.E.A.D. (Leadership Employment & Direction) Survey nearly 60% of the workforce responded as either hating their jobs or having a “ho-hum” attitude to their present employment. Conversely, only 28% of respondents said they loved their jobs or gained a great deal of satisfaction from their work.

The survey then analyses these responses in more depth, resulting in the following observations:


In respect to managers, the main drivers for lack of engagement / job satisfaction are:

  • Lack of work/life balance
  • Difficulties in attracting / retaining quality staff (click here to view information on Retention Coaching)

 

In respect to non-managerial employees, the main drivers for lack of engagement / job satisfaction are:

  • Lack of recognition and reward
  • Lack of opportunity to develop within the organisation

 

We believe that this engagement of the individual can be created on two levels. Firstly, by using a skilled Coach to work with select individuals (perhaps key staff or new recruits), assisting them to recognise the bigger picture and their role within it as well as aligning the individual's goals with the organisation's values and direction.

Secondly, by ‘upskilling’ managers to communicate more effectively with their reports, the manager(s) can encourage engagement on a broader scale by communicating the business direction, the importance of various roles within that, potential for future development and appropriate acknowledgement of the individual’s input.

Coach & Co. works with staff throughout the organisation to develop the levels of individual engagement required to improve performance and reduce the costs associated with taking on new staff. Why go through the time and expense of attracting new staff, when in most instances additional productivity is at your fingertips?

If staff engagement and productivity is an area of interest to you, your team or your organisation as a whole, contact us to discuss further how Coach & Co. can work with you to achieve the outcomes you want.

 
 
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