Q&A WITH ENGAGE & GROW FOUNDER & CEO, RICHARD MALONEY

Richard is passionate about helping people thrive, in all aspects of their lives and he has been focusing on helping businesses improve mental wellbeing, culture, engagement, and leadership for many years.

In this article, our CEO & Founder provides insight into his view on the world of employee engagement.

Specifically, Richard discusses as part of this Q&A with Grosum;

  1. What employee engagement means to him
  2. How to measure employee engagement
  3. What are the common causes of employee disengagement
  4. What are the drivers of employee engagement
  5. What makes an effective employee engagement program

The full interview can be found here.

WHO IS RESPONSIBLE FOR MAINTAINING EMPLOYEE ENGAGEMENT?

It’s a fact that you may not realise or don’t want to believe. Almost all of your employees are disengaged at work.

Before you start pointing out all the collaborative projects your team is doing, consider a recent Gallup study that found only 15 percent of global employees are actively engaged in their work. That means more than eight out of every 10 of your employees are not fully engaged. Pretty staggering numbers.

The Blame Game Surrounding Employee Engagement

While your company might not have any employees who are blatantly acting out or defiant to their managers, there’s a good chance you have workers who have mentally checked out and waste more time than they actually do work.

So, who is really to blame for this disengagement? Here are two groups that play a role.

1. Leaderships’ Role in Employee Engagement

It all starts at the top.

Company leaders ultimately have the final say in how their employees are treated and managed. At this level, it’s important to develop a strong environment in which employees will want to engage. This includes everything from the way teams are managed to unique perks aimed at keeping employees happy.

This doesn’t necessarily mean businesses have to spend more money. Sure, benefits like catered lunches and bonuses are nice, but often these options aren’t feasible, and may not even be what drives the team. What is crucial is to have open discussions between management and teams to discover what needs to improve.

Finally, leadership must take steps to ensure their employees feel valued and important. Listen to worker suggestions and take complaints seriously. Show you are willing to invest in their growth and professional development, and you’ll help keep workers engaged and happy.

2. Workers’ Role in Employee Engagement

Management can only do so much. Employees play an active role in ensuring high engagement levels.

Teams that collaborate and communicate well with each other are more likely to get along. And teams that work well with each other tend to stick together. Think about it: Employees spend more time with their work colleagues than their families, so it’s important they enjoy spending time with their coworkers.

When a strong company culture is already in place, research shows employees are more likely to be engaged and remain with their companies. And when employees are excited about the culture in which they work, they are more likely to contribute their time and efforts to ensure that experience remains positive and enjoyable for everyone.

Your Role in Improving Employee Engagement

There is no one group responsible for maintaining workplace engagement. It needs to be a joint effort between decision-makers within the company and employees to ensure the office is a place where workers will want to be.

In addition, employees must be willing to honestly share feedback and suggestions to improve their office or role, and leadership must be open to receiving this feedback and acting upon it.

When everyone is working together to achieve a similar goal, you’ll be amazed at how engaged the employees in your company can be.

Do you need assistance determining the best way to improve engagement in your business? Contact the specialists at Engage & Grow. They’ll discuss ways you can increase employee satisfaction – and possibly your bottom line.

3 REASONS COMPANIES ARE FAILING TO TACKLE EMPLOYEE DISENGAGEMENT

You know you have a challenge on your hands. But you don’t know how to fix it.

Eighty-five percent of employees worldwide say they aren’t engaged in their workplace.

That means most of your workforce is dissatisfied. But how do you solve the problem?

Why Companies Are Failing to Improve Engagement

In some cases, companies might not know the best way to improve engagement. Or unfortunately, they just don’t care.

Here are three reasons why companies are neglecting to improve employee satisfaction.

1. Companies Don’t Want to Spend the Money

Many companies are focused solely on their bottom line, so employee needs can sometimes be overlooked. Unfortunately, this can quickly reduce employee satisfaction and be a main factor in workers leaving for a better job.

While some businesses feel they can always find another employee to fill a vacant position, managers often forget about the costs associated with a new hire.

According to the Center for American Progress, the cost of replacing an employee averages between 10 and 30 percent of an employee’s annual salary. That’s $10,000 and $30,000 for a role that pays $100,000 dollars each year. For more executive or skilled positions, it might cost companies more than 200 percent of the annual salary due to the extra time it takes to find a highly qualified candidate.

When you consider these figures, it might be more cost-effective for businesses to spend the money to improve employee engagement.

2. Companies Are Hesitant to Change Their Management Style

Businesses often fear change.

Once managers get into a routine, it’s sometimes hard to try something new. However, those old ways may not be the best for keeping employees engaged. For instance, a Gallup study shows only 20 percent of employees feel they are being managed in a motivating way.

Leaders need to reflect on their management style and make necessary changes to empower and engage their employees. When workers are managed based on their needs, not their manager’s, they’ll have a higher level of engagement.

3. Companies Don’t Know the Best Way to Change

In many cases, companies may have the best intentions. They’ll send employees to conferences or professional development sessions in hopes of getting their workers happy and motivated.

The problem begins when those employees return to work with bold new ideas about how to improve their work but are met with resistance. Those employees then begin to feel their opinions are not valued and their level of disengagement increases.

This problem may be more common than you think. Only 1 out of 3 employees say they have the opportunity to do what they do best. This could be a problem with managers not recognizing the strengths and abilities of their workforce or companies failing to adapt to new changes.

However, if companies are willing to invest the time and money to send their employees to learn new methods and techniques, they need to also be willing to try some of the ideas their employees bring back.

It’s Not Too Late to Change

It’s no secret that finding the right balance between your core business needs and employee satisfaction can be tricky.
Fortunately, you don’t have to figure it out on your own. The trained specialists at Engage & Grow will look at your unique situation and help guide you to a solution that improves your employee engagement without compromising your business goals.

Contact us today to learn how a happy workplace can lead to a happy bottom line.

LONG-TERM CONSEQUENCES OF EMPLOYEE DISENGAGEMENT

It may start out as a minor nuisance. Then you begin to notice arguments with managers, longer-than-normal lunch breaks, or more wasted time. But before you know it, those small problems begin to add up, and it’s beginning to impact your teams and products.Your office has a disengaged employee.

How Employee Disengagement Will Impact Your Business

Employee disengagement may be a larger problem than you realize.According to a recent study by Gallup, 85 percent of global employees admit they are at some level of disengagement at work. This problem could have long-lasting and negative impacts on your business.Here are four consequences of employee disengagement that you may not have considered.1. Increased Employee TurnoverPeople who are unhappy are not likely to stay in a place that makes them miserable. This is especially true in the workplace.Recent studies have found dissatisfaction with their boss, lack of opportunities for growth, and salary are the main reasons people leave their jobs. This means a disengaged employee probably won’t be sticking around for too long. Losing a worker who isn’t engaged at work might not seem like a bad thing, but when you consider the time, effort, and money involved in finding a replacement, it becomes more than just a hassle.2. Difficulty Attracting New EmployeesWord of mouth and reputation is everything.Unless a prospective employee has a contact in your company, they will likely turn to online reviews for information. Studies have shown that people are more likely to leave negative reviews than positive ones, which means there’s a greater chance that dissatisfied and disengaged employees will be posting about their bad experiences.This could scare potential employees away and make it more difficult for you to find quality talent.3. Loss of ProductivityDisengaged employees could also make it more difficult to maintain an efficient and productive workforce.Statistics show that disengaged employees in the United States cost their employers between $960 billion and $1.2 trillion each year in lost productivity. For every disengaged employee in your business you are throwing away $34,000 for every $100,000 you are paying them. Disengaged employees generally lack motivation and likely are not concerned about finishing projects by their due dates and can impact the productivity of an entire team or department.4. Increased Safety RisksEmployees who are not engaged can create additional safety hazards in the workplace.Businesses with poor employee engagement average 62 percent more accidents compared to organizations with happy workers. It could be that disengaged workers are not paying close attention to their work or don’t have pride in the work they are doing. Or perhaps a team is short-staffed due to a disengaged employee skipping a shift. Regardless of the reason, employees who are not happy in their jobs may be putting other workers at risk.

Employee Disengagement Costs You in the End

Disengaged employees could be directly tied to a loss of business revenue.As evidenced by the stats above, workers who are dissatisfied are less likely to contribute their full attention to their tasks and projects. This means delays or less products produced, which means less money. In fact, businesses who have engaged employees have noted 21 percent greater profitability.Fortunately, there are ways you can combat employee disengagement to improve your workplace productivity and increase your bottom line. Reach out to an Engage & Grow specialist today who will help you take steps to improve your company’s engagement levels.

Q: WHAT’S ONE WAY TO FAST TRACK EMPLOYEE ENGAGEMENT? A: REMOVE YOUR VALUES!

Authors Note: This article was originally published on LinkedIn in May 2017. We are re-visiting this as it is a timely article for any business looking to start of the new year with a strong foundation.While values are the anchor point for the way we operate as individuals and as businesses, we need ensure that we are also developing actionable behaviours. This ensures a level of accountability that is measureable and transparent.If you’re a CEO, business owner or someone looking to achieve a higher level of productivity in your team, this article is a good starting point.Business leaders love to talk about company values. They put them on websites, frame them, place them prominently in boardrooms and proudly tout them at company meetings. However when you ask employees about their company values, they don’t often know them, rarely ‘live and breathe’ them and usually don’t quite understand how to achieve them. Values by definition, are a belief, or to be exact “principles or standards; one’s judgement of what is important in life or business”. Fantastic in theory, but all too often, values are little more than workplace window dressing.Key stakeholders, including employees, customers and partners are either completely unaware of what the stated values are or don’t believe that they ring true. In some cases, corporate talk about values amounts to no more than a joke. Words on a wall that tick a PR box. And in some organisations, their corporate values are viewed as counterproductive false flags that may further inflame feelings of division, cynicism and hypocrisy.In my profession, I’m fortunate to be able to travel the world assisting a community of employee engagement advisors and their clients in advancing employee engagement, leadership, culture and morale. When I enter a new client’s business premises for the first time, I like to surprise the business owners (though I always give my coaches the heads up). It’s the only way I can ensure I get a true and authentic take on the heartbeat of an organisation at all levels, and it allows me to see how healthy they really are culturally. As soon as I walk in I heighten my senses. I look for visual cues, how people communicate, the noise level, and most importantly how I feel (since culture is a feeling and an energy).On a recent trip, I approached the reception area of a new client and I was immediately overwhelmed by the most magnificent, glossy and colourful signboard touting the company’s values. Strategically situated right there behind the reception desk, and obviously designed to create a good impression and let customers know they mean business! Ok, I thought, this looks interesting.I stood patiently at the desk whilst the receptionist talked into her headset to someone on the phone, and I was not greeted with any sort of eye contact or acknowledgment. I patiently waited in the same position for what felt like an eternity until I was finally glanced at and somewhat abruptly asked, ‘who are you here to see’? I politely replied and was then asked with a hint of annoyance ‘are they expecting you’? ‘Yes’ I said. ‘We have a 2.00pm appointment’. ‘He won’t be long’ she said gruffly. And that was it. No direct eye contact. No smile. No invitation to sit.I re-read the company values:

  1. People are at the heart of our success.
  2. Superior customer service.
  3. Innovation
  4. Integrity
  5. Community

‘So ironic’ I thought. My experience thus far had felt like the complete opposite, and I wondered whether others in my shoes had been left feeling annoyed and disappointed after seeing these blazoned values and then experiencing something so far from it.For me these company values further highlighted this company’s failings, and where they were going wrong. You see, in my experience, when it comes to employee engagement, company values are usually little more than meaningless words on a wall. This employee (the receptionist) was clearly disengaged, disinterested and disillusioned with her work place, and for her it seemed these values were meaningless. After walking around the office observing other employees, it became obvious that she was not the exception, she was the norm.When I ask a company employee (not an executive) to list their company values, 8 out of 10 will head to the wall space where the values are on display to recite them. Most employees don’t know their values. And why do you think this is?If we were to put a survey out to research how many people were living and breathing their company’s values, it would be a waste of time. You often can’t answer with surety because you can’t tangibly measure your day to day actions and keep yourselves and others accountable against most company values. You can’t make them a KPI. This is a huge opportunity missed.So, what are values really? They’re the end product of what the company wants to achieve and how they wish to be perceived, but surely this is a case of the cart before the horse? How do we get the end product? And what could we better replace these values with?The answer is ‘Behaviours’. Simple, steadfast behaviours that are designed by your people for themselves. Employees are far more likely to embrace and uphold their company ‘behaviours’ if they can easily measure themselves and others against them every day.Here’s an example of behaviours that are measurable every day:

  1. Support Each Other
  2. Honesty
  3. Respect
  4. Common Sense
  5. Fun

The newer generations see through the fluff and hypocrisy of old school corporate jargon. To them corporate values often fall into this category. The problem is that values are easy to write down, but are often hard to live up to. So, what begins with a sincere effort ends with a checklist of virtues that don’t reflect reality.Behaviours are more tangible and measurable and they should be developed and customised for each individual department or team.The quickest way to create a high-performance team is to create equality. This in turn creates unity and trust, allowing truth to emerge. Empower your people to choose their own standards and behaviours, and ensure they hold themselves and each other accountable with regular, open and honest, respectful communication.This takes an enormous amount of day-to-day pressure off the business leader, and what great leader doesn’t want that? Total ownership, empowerment and buy in.Most senior business leaders proudly tout their executives chosen values, yet only 13% of the worlds employees are engaged at work. Clearly, it’s time to evolve….——————————————————————–About the AuthorRichard Maloney is quickly becoming known as the worlds no. 1 team engagement expert as he leads over 250 coaches in 70+ countries. He is disrupting the L&D, HR and sports psychology industries with his bold statement: Traditional training is dead. Richard is also the author of ‘The Minds of Winning Teams – Creating Team Success Through Engagement & Culture’.

ENGAGING EMPLOYEES AROUND THE WORLD – CEO UPDATE DECEMBER 2017, NEWSLETTER

ENGAGING EMPLOYEES AROUND THE WORLD – CEO UPDATE DECEMBER 2017, NEWSLETTER

“It’s been a highly rewarding few months at Engage & Grow HQ. And as we look to close out 2017, I would like to start by acknowledging the hard work and the amazing impact all the coaches and engagement specialists are having around the world – without you this would not be possible.”

LONG-TERM CONSEQUENCES OF EMPLOYEE DISENGAGEMENT

It may start out as a minor nuisance.Then you begin to notice arguments with managers, longer-than-normal lunch breaks, or more wasted time.But before you know it, those small problems begin to add up, and it’s beginning to impact your teams and products.Your office has a disengaged employee.

How Employee Disengagement Will Impact Your Business

Employee disengagement may be a larger problem than you realize.According to a recent study by Gallup, 85 percent of global employees admit they are at some level of disengagement at work. This problem could have long-lasting and negative impacts on your business.Here are four consequences of employee disengagement that you may not have considered.1. Increased Employee TurnoverPeople who are unhappy are not likely to stay in a place that makes them miserable. This is especially true in the workplace.Recent studies have found dissatisfaction with their boss, lack of opportunities for growth, and salary are the main reasons people leave their jobs. This means a disengaged employee probably won’t be sticking around for too long. Losing a worker who isn’t engaged at work might not seem like a bad thing, but when you consider the time, effort, and money involved in finding a replacement, it becomes more than just a hassle.2. Difficulty Attracting New EmployeesWord of mouth and reputation is everything.Unless a prospective employee has a contact in your company, they will likely turn to online reviews for information. Studies have shown that people are more likely to leave negative reviews than positive ones, which means there’s a greater chance that dissatisfied and disengaged employees will be posting about their bad experiences.This could scare potential employees away and make it more difficult for you to find quality talent.3. Loss of ProductivityDisengaged employees could also make it more difficult to maintain an efficient and productive workforce.Statistics show that disengaged employees in the United States cost their employers between $960 billion and $1.2 trillion each year in lost productivity. For every disengaged employee in your business you are throwing away $34,000 for every $100,000 you are paying them. Disengaged employees generally lack motivation and likely are not concerned about finishing projects by their due dates and can impact the productivity of an entire team or department.4. Increased Safety RisksEmployees who are not engaged can create additional safety hazards in the workplace.Businesses with poor employee engagement average 62 percent more accidents compared to organizations with happy workers. It could be that disengaged workers are not paying close attention to their work or don’t have pride in the work they are doing. Or perhaps a team is short-staffed due to a disengaged employee skipping a shift. Regardless of the reason, employees who are not happy in their jobs may be putting other workers at risk.

Employee Disengagement Costs You in the End

Disengaged employees could be directly tied to a loss of business revenue.As evidenced by the stats above, workers who are dissatisfied are less likely to contribute their full attention to their tasks and projects. This means delays or less products produced, which means less money. In fact, businesses who have engaged employees have noted 21 percent greater profitability.Fortunately, there are ways you can combat employee disengagement to improve your workplace productivity and increase your bottom line. Reach out to an Engage & Grow specialist today who will help you take steps to improve your company’s engagement levels.

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