Happy Employees = A Healthy Business
Do your employees enjoy working for your organization? If they do, they are in a narrow majority. According to a survey of 5,000 households by the Conference Board research group, only 45% of Americans are satisfied with their work–the lowest number ever recorded by the organization in its 22 years of studying the issue. What is causing such discontent? There is a variety pack of reasons, all related to the ever-present remnants of our recent economic upheaval: incomes have not been keeping up with inflation, health insurance is cutting into take-home pay, and many people are concerned about job security.
According to John Gibbons, program director at the Conference Board, “Challenging and meaningful work is vitally important to engaging American workers. Widespread job dissatisfaction negatively affects employee behavior and retention, which can impact enterprise-level success.” In fact, 22 percent of respondents said they don’t expect to be in their current job in a year!
Organizations feel the affects of these attitudes in worker productivity, workplace atmosphere and eventually, the bottom line. It is a simple and well-known truism:
A positive work environment leads to positive interaction with clients, other organizations and customers, influencing the company’s profits and the employees’ ability to innovate.
So, how concerned should you be about your own employees’ satisfaction? Now is a great time to look at what is happening within the walls of your organization–Don’t let your people, profits and innovation pay the price of employing dissatisfied workers.
Strategy and Training in Tandem
As we dive headlong into a new year, there are plenty of unknowns related to the business and economic climates.
Whether you are a trainer, manager or executive, you have an investment in the training and development of staff and are always looking for ways to be more effective, successful and (of course) cost-conscious.
What can you focus on this year, to accomplish your organization’s training goals?
In the past, corporate training programs were often seen as an optional component to the human resources budget. We all have learned that training initiatives are vital to the organization, but only if they are focused on results and their objectives are clearly mapped to organizational goals Would you like to see a better ROI on your training efforts in 2011?
Take the advice of Stephen Covey, author of the “Seven Habits…” best seller: “It is always vital to connect training programs and leadership development to the company’s initiatives and strategies. And the struggle you face is making that connection clear and explicit.”
So let’s welcome in 2011 with an eye toward not only implementing useful training programs, but also giving careful consideration to the most appropriate programs, tied to core business goals.
Situation Room: Training Gap Mystery
Our situation this time focuses on an international auto company that was able to keep profits fairly stable during the economically volatile time of the last two years.
The executive board is now looking back at its investments and assessing where they experienced successes and challenges.
One specific challenge that has come up is in the ROI from employee training. Although the organization fared much better overall than its counterparts, the executive team does not see any positive return on its training programs.
As a matter of fact, the executives are just now finding out exactly what kinds of training programs were offered last year! They are skeptical about continuing the current training budget in 2011. In order to find out more, they have called in Bruce, the training manager, to plead his case for continued training programs at the same level. He can’t understand why they would think of cutting the critical training programs that helped the company weather the tough economy.
What piece is missing? What shift does this organization need to make, in order to make their training programs more effective?
I’ll reward you for providing a solution to this situation by letting you take theInfluence Style Indicator, an online leadership oriented developmental assessment and receive a confidential developmental report free!
This Month’s Featured Tool
50 Activities for Collaborative Management!
Organizations everywhere are facing the challenge of how to work more closely with one another. This collection of ready-to-use activities will help you better understand the concept of collaborative management—a term used to describe an ideal work environment where everyone is dedicated to achieving a common objective.
In 50 Activities for Collaborative Management, you’ll find an array of dynamic and engaging exercises to help you explore what makes collaborative management work, its potential benefits and how to experience them in your organization.
Each exercise highlights a specific aspect of collaboration, such as:
- Thinking collaboratively
- Ten collaboration myths
- Finding collaborative common ground
- Playing collaborative roles
- Finding collaborative opportunities
- Talent tapping
- Erroneous collaborative assumptions
- Reaching collaborative consensus
With each exercise, you’ll get everything you need to bring it to life—including a purpose, description, time to allot, presentation tips and debriefing statement. This book is ideal for trainers and managers who are looking for creative ways to: Reduce the risk in decision-making Bring different perspectives and expertise into the decision-making process Instill ownership in decision-making Eliminate finger pointing and the “blame game.”
Designed as a unique way to bring people together, 50 Activities will elicit the best from all those involved in making decisions and solving problems.