In a survey of 141 nations, Gallup found that every country but Canada has even higher numbers of "not engaged" and "actively disengaged" workers than the United States. Worldwide, only 13% of adults call themselves "engaged" at work.
It's often said that where there's a will, there's a way. What we overlook is that when people can't see a path, they stop dreaming of the destination. To ignite their will, we need to show them the way.
Employees of a company are not merely "a tool of capitalism," they are the cornerstone of any organization, and without an engaged employee base a company is bound to fail.
When setting company goals, clarity is king. For example: "We're going to reduce worker days lost due to injuries on or off the job by at least 50%" vs "We're going to build a culture of safety."
Performance consequences do not need to happen every single time to be effective, only the possibility of such consequences is necessary to create accountability.
Recognize people for actions and results: completion of special projects, achievement of company goals, demonstrations of company values. Replace "Employee of the Month" with "Achievement of the Month."
Winning leaders are hard-charging and are never satisfied with their personal success and never stop pushing their organizations to strive for more - to get better each day.
71% of employees feel managers do not spend enough time explaining company goals. This disconnect between manager and employee is corroborated by Gallup, whose research indicates that managers account for up to a 70% of variance in employee engagement.