In a recent study it was found that organisations, and indeed their leaders, have less than 12 months to ensure the engagement of their new starters. The global study, conducted by rogenSi found that employees with over a year of service were feeling unenthusiastic, under appreciated, uninspired and unmotivated by their leaders. Given that replacement costs of staff are estimated to run as high as 150% of the positions annual salary there are strong business drivers to reduce turnover. Disengaged staff are worrying on two fronts. On one hand they leave, costing the organisation money. On the other hand they stay, remain unengaged and stagnant potentially affecting not just their area of responsibility but infecting those around them and in their teams. Much like cancer, disengagement spreads. Among the findings of the study was the alarming discovery that only 1 in 11 employees thought their leaders created a motivational work environment. If this study is representative of our workforce here in Australia it’s a monumental challenge for todays leaders. This is not new, and it gives rise to the age old question “How do I motivate my people?” My glib answer of ”Find out what they want and help them to get it.” is obviously simplified but it does underpin my approach in working with teams on motivation and engagement. Clearly the organisations needs must be met in return or the relationship between employee and employer is no longer reciprocal and it will falter and cease to exist. Dr Clark Perry, Managing Director of rogenSi advised leaders to implement strategies which effectively communicate the company’s vision and ultimately help employees to understand their role in the organisation. “Ensure that the focus in on the ‘how’ and ‘why’ we will achieve results, so that employees have a sense of purpose and connection to the process required to achieve the results,” he said.
As a measure of economic buoyancy returns to the Australian market I’ve noticed many of my clients are beginning to recruit again. Give this latest study, it appears that NOW is an ideal time to think about your on boarding and engagement strategies with existing teams and their new members.
Remember what your wise old Granny told you… An ounce of prevention is worth a pound of cure. Don’t wait until its too late. Get focused on your people now and they’ll in turn get focused on your results.