In recent years, media focus has been on unemployment numbers with an abundance of stories on what needs to be done to create jobs. Now, however, the evidence is clear that the job outlook is quite strong. This means the best employees will have an abundance of new job opportunities.
My experience suggests that they will take those opportunities unless there are compelling reasons to stay put. Companies that have neglected or taken their employees for granted will lose.
According to the Gallup organization, which regularly polls workers about how they feel about their jobs, there may be many people just waiting for the chance to jump ship. Gallup’s research shows that more employees feel disconnected from their work than those who feel engaged. Gallup estimates that disconnected workers cost companies $550 billion annually in lost productivity.
In his landmark book, “Good to Great,” Jim Collins states: “Your people are not your greatest asset—the right people are!” So if your organization is committed to retaining its best people, here are three time-tested principles to keep them engaged:
- Money: We all need to pay our bills and support our families. Very few of us escape life’s economic realities. Those who recently have been laid off can attest to that! A good financial package demonstrates a sense of fairness and provides a sense of comfort and security, and, therefore, is a significant deterrent to moving on.
- Community: Most human beings have a need for belonging. A workplace that recognizes that need and seeks to create a true sense of community is highly motivating. It means the organization is committed to a culture that encourages open communication, recognition, and support. When a person truly looks forward to going to work and collaborating with teammates, it takes a very special offer to entice him or her away.
- Meaning: The feeling that what we do matters comes from the belief that our work is important. All of us want to know that our existence has value and work provides one of the best and most visible ways to express that value. Smart companies frequently acknowledge, celebrate, and reward people for their contribution. A sense of purpose, however, is a very personal experience. This was expressed in the story of two laborers who were asked what they were doing. One answered with a puzzled look, “I’m laying bricks.” The other, gazing upward, responded, “I’m building a cathedral!”
Why might this attention to employee engagement be so timely? One pressing reason is that performance pressures generated by the global economy are leading every organization to measure the efficiency of all resources, especially human resources.
I had the pleasure at one time to speak to a large leadership convention of the Hudson’s Bay Company based in Canada. It was there that I met and had a conversation with David Crisp, the company’s vice president of Human Resources. David made a comment I found so insightful that I included it in my book, “The Eagle’s Secret.” Here’s what he said:
“The true success story is that of the individual who is responsive to issues, smart with their choices, and conscientious on follow-through—consistently taking action to move forward through life. Because millions do this to a greater or lesser degree, the world advances and individual greatness becomes possible.”
David McNally, CPAE, is the CEO (Chief Encouragement Officer) of TransForm Corporation. Elected to the Speakers Hall of Fame by the National Speakers Association (NSA), McNally is the author of the bestselling books, “Even Eagles Need a Push—Learning to Soar in a Changing World,” “The Eagle’s Secret—Success Strategies for Thriving at Work and in Life,” and “The Push—Unleashing the Power of Encouragement.” His co-authored book, “Be Your OWN Brand,” is used by many business schools to address the importance of building a strong personal brand. McNally’s books have been translated into 12 different languages and developed into corporate training programs that have been released in more than 20 countries. TransForm works with organizations to develop purposeful leaders who build inspired organizations and iconic brands. Clients include Ameriprise, Areva, Conway, Delta Airlines, Pulte Homes, and Thrivent. For more information, visit www.davidmcnally.com or e-mail info@transformcorp.com.
