At a seminar last week I was reminded of what a huge difference an organisation can make to its working environment, and ultimately turnover and profits, by developing an effective relationship with its employees. This applies to all organisations, large and small, but in many ways is even easier for those with less employees.

The definition used at the seminar was: “Engagement is the motivating, ‘two way’ relationship (emotional contract) between people & their organisation. Both will go the extra mile for one another & share in mutual successes.”

So what does ‘engaged’ mean?

• Engaged employees work with passion and feel a profound connection to their company. They drive innovation and move the organisation forward.
• Not-Engaged employees are indifferent in their attitude. They are putting in time, but not enough energy or passion into their work.
• Actively Disengaged employees aren’t just unhappy at work; they’re busy acting out their unhappiness. Every day, these workers undermine what their engaged co-workers accomplish

Research by Gallup and others shows that engaged employees are more productive. They are more profitable, more customer-focused, safer, and more likely to withstand temptations to leave. The best-performing companies know that an employee engagement strategy linked to the achievement of business goals will help them win in the marketplace.

For most of us it is about being valued in an organisation. So how can you ensure your employees are valued in your business?

The Gallup research of over 400 companies has simplified their findings to 12 key questions:

•  Do you know what is expected of you at work?
•  Do you have the materials and equipment to do your work right?
•  At work, do you have the opportunity to do what you do best every day?
•  In the last seven days, have you received recognition or praise for doing good  work?
•  Does your supervisor, or someone at work, seem to care about you as a person?
•  Is there someone at work who encourages your development?
•  At work, do your opinions seem to count?
•  Does the mission/purpose of your company make you feel your job is important?
•  Are your associates (fellow employees) committed to doing quality work?
•  Do you have a best friend at work?
•  In the last six months, has someone at work talked to you about your progress?
•  In the last year, have you had opportunities to learn and grow?

From “First, Break All The Rules. What the World’s Greatest Managers do Differently” by Marcus Buckingham & Curt Coffman

Q10 may cause a few raised eyebrows but I interpret it as an organisation that encourages social activity, and therefore strengthened relationships between colleagues.

What answers would you get if you asked your employees these 12 questions?

Posted by Deb Herbert, Business Advisor with SGBA. If you would to talk to someone about your business, including your employee engagement strategy, call Deb on 07803048752 or email her at deb.herbert@sgba.co.uk