Every CEO or business owner should know who his or her top performers are. Every department manager and division manager should also know each top performer by name and by motivation type. Why motivation type? Because we all have intrinsic motivators that make us tick (or not!)
Many organizations have found it necessary to cut training expenses in this troubled economy. Critically reviewing expenses is very smart business. Cutting training expenses for your top performers, or A-Players, is not good business! Why? Because your top performers usually work circles around average employees! Your “A Players” have an inner drive to succeed. When the labor market improves, smart companies will have already established smart initiatives to retain top talent!
Some ways to hold on to your Top Performers:
Top performers are often referred to as “A-Players” or “high potential employees”. What sets these employees apart from the average employee? They bring to your company:
- Excellent work performance
- Critical expertise and knowledge
- High work ethic
- Integrity in dealing with others
- Leadership and collaboration skills
- Strong business networks and external relationships
- Strong interpersonal skills and Emotional Intelligence (EQ)
- An inner drive to succeed
According to Willis North America, employee disengagement costs U.S. employers $350 Billion per year in lost productivity. Research Works estimates the following index:
- Highly engaged employees: 20%
- Engaged employees: 15%
- Disengaged employees: 40%
- Actively disengaged employees: 25%
Most organizational studies report that a great number of employees are not fully engaged in their work. The Gallup organization has reported that 71 of 100 people are not fully engaged with their work and that 17 of this 71 are actually “actively disengaged”. These 17 actually work to make things worse. Oh my!
There are two groups of disengaged employees and I love the names that have been chosen by Sam Parker. He calls them:
- D-Grunts- disgruntled people
- Gomos- people who go through the motions
Ever met folks who find something wrong with the sun shining? Or known someone who would pull a butterfly’s wing off just because they can?
There are just some people that – as my father would say- are simply put on Earth to show the rest of us how NOT to act.
If you have someone with “stinkin’ thinkin’” on your staff and if you don’t address the behavior, your employee turnover and employee productivity will suffer.
… 6 Ways to Attract and Retain
The Corporate Executive Board, a leading research company, reports that high-potential employees (A Players) are becoming increasingly dis-engaged and are readying themselves to seek new job opportunities.
I saw this play out just this week. My daughter is a CPA in New York and a young career professional. An executive recruiter called her “out of the blue” and within a week, she had a better job with an approximate 40% increase in salary. And… better benefits. And… she was not even actively looking for a new job! Had she been completely engaged, she would not have bothered with the interview. Perhaps she would not have returned the recruiter’s call.
We have looked at the top ten ways in which to dis-engage workers. Today let’s look at the Top Ten Ways to Engage Your Workforce! As stated earlier, employee engagement begins at the top of the organization. Once a company removes the barriers to employee engagement, the fun and productivity begins!
Top 10 Way to Engage Your Workforce
Better yet, let’s turn that around. We have been looking at Maslow’s Hierarchy of Needs this week. One way for the CEO or company owner to make certain his or her company receives high marks from the customers is to make certain the company receives high marks from the employees! Simply stated… your employees will offer the same service and attitude that you mirror to them in their work.