A DISENGAGED WORKFORCE

PREVENTING

In today’s competitive market, employers need engaged, motivated people ready to innovate and produce great work.

How do you ensure you’re creating a culture that brings out the best people have to o�er? What can you do to help employees feel committed and engaged in your organization’s success?

Produce Great Work

Finding the right people for the job—attracting and retaining great talent—takes time and e�ort.

E�orts that won’t get wasted if you provide a work environment where people want to stay and are engaged in all aspects of producing great work.

WHY IS ENGAGEMENT SO IMPORTANT?Productivity and innovation increase when people are fully engaged in what they do and focused on creating value. As employees produce great work, and then get recognized for these achievements, an overall culture of appreciation gets created. Additionally, loyalty to the organization and commitment to success will grow.

Your proactive actions can engage employees, which will produce personal investments that yield great work. This engagement isn’t even dependent on the challenges the company faces. Every company has its challenges: resources, regulations, compliance, market, and even questionable leadership. What every manager can do, despite company challenges, is to recognize and reward great work when they see it.

- Carina Wytiaz

Source: http://blog.octanner.com/great-work-2/what-comes-first-employee-engagement-or-great-work

DISENGAGEMENT LEVELS ARE HIGH WORLDWIDEEngagement levels vary throughout the world. Gallup reports that worldwide engagement is at 13%—a very low number. The United States and Canada experience the highest levels with 29% of their workforce engaged. So, what can employers do to focus on the 71% of employees that are not fully engaged?

http://www.gallup.com/poll/165269/worldwide-employees-engaged-work.aspx

US & CANADAENGAGEMENT 71% DISENGAGED

29%+

13%+

WORLDWIDEENGAGEMENT

3 TIPS ON KEEPINGEMPLOYEES ENGAGED:

1. ENCOURAGE INNOVATION

2. HIRE PASSIONATE MANAGERS

3. RECOGNIZE GREAT WORK

1. ENCOURAGE INNOVATION

Engaged employees believe in and are proud of what they are doing. If they are in an environment that stifles creativity, engagement will decrease quickly. Ask yourself: are your teams set up to encourage collaboration? How do you support new ideas or people trying a new way of doing things?

Without change there is no innovation, creativity, or incentive for improvement. Those who initiate change will have a better opportunity to manage the change that is inevitable. - William Pollard

Help your employees make a di�erence as you create processes and work environments that foster creative thinking and new ideas. Show how you support processes that seek to continually improve how things are done. Employees who feel they have a voice and can see the impact of their work are more apt to stay engaged in their roles.

2. HIRE PASSIONATE MANAGERS

An unmotivated and unhappy manager will only lead your employees down that same route. Make sure you have enthusiastic managers who love their jobs and are passionate about what they do. That passion and focus will get transferred over to the team. People want to work for leaders who care, communicate, and inspire them to do their best.

Leaders must embody the values they want employees to adopt. It’s necessary that leadership serves as role models. Mean what you say and do what you mean. Truth—they are watching! To be a role model you must be accountable, approachable, compassionate, transparent, and open to feedback. Exemplify the best and lead by example.

-Scott Span

http://blog.octanner.com/leadership/hard-truths-about-leadership-5-things-you-need-to-know

3. RECOGNIZE GREAT WORK

One of the greatest motivators to your employees is recognition of their hard work. If you want your employees to feel valued, give team members and leaders tools to call out great work as it happens.

Great Job! Great Work!

TIMELY, SPECIFIC, PERSONALIZED

For recognition to be e�ective, it needs to be done in a timely manner. Whether it’s a quick shoutout of appreciation and thanks, or a presentation and award for those who perform above and beyond, the more specific you are in detailing out what you’re recognizing the more meaningful it is to the recipient.

In the end, the best way to avoid disengaged employees is to make your company a place where people enjoy working. Have you created opportunities for collaboration and innovation? Are your managers passionate about what they do? Do they inspire and motivate their teams? Finally, how do you recognize and reward great work? Allow for di�erent ways for peers and leaders to show appreciation and give recognition for small and big wins.

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O.C. TANNER AND THE O.C. TANNER INSTITUTE

O.C. Tanner, number 40 on the 2015 FORTUNE 100 Best Companies to Work For® list, helps organizations inspire and appreciate great work. Thousands of clients globally use the company’s cloud-based technology, tools, and awards to provide meaningful recognition for their employees.

The O.C. Tanner Institute regularly commissions research and provides a global forum for exchanging ideas about recognition, engagement, leadership, culture, human values, and sound business principles.