How’s Your Staff Holding Up During This Economy? Why Don’t You Ask Them?
Employee engagement is more than a 21st century buzzword. Studies indicate that highly engaged employees outperform their disengaged counterparts by as much as 20—28 percentage points. During tough economic times, this significant upside to the bottom line can often foreshadow a company’s very survival, according to Greg Harris, president, Quantum Workplace, a market research company that surveys employee engagement, loyalty and retention.
Omaha, NE, March 14, 2009 --(PR.com)-- Employee engagement is measured by the ability and willingness of individuals to exert effort for the benefit of the company, their tendency to speak highly of the organization and their intent to stay.
“When employees witness corporate downsizing and start to fear for their own jobs they often lose their motivation, which in turn affects their job performance, thereby causing them to become less productive and less of an asset to the company,” adds Mr. Harris.
To check the pulse of your employee engagement, employers may want to ask staff to take this brief Economic Sensitivity Survey, developed by Quantum Workplace:
· Management is providing good leadership and guidance during difficult economic conditions.
· My job is mentally stimulating.
· I understand how my work contributes to the company’s performance.
· There are future opportunities for growth at my company.
· My company affords me the opportunity to develop my skills.
· I receive recognition and reward for my contributions.
· There is open and honest communication between employees and managers.
· I see professional growth and career development opportunities for myself in this organization.
· I know how I fit into the organization’s future plans.
· Considering the value I bring to the organization, I feel I am paid fairly.
“During tough economic times, managers are doing more with less. So you’ve got to understand each employee individually. If you’ve just lost a couple of people from a work team due to layoffs, you might have to reposition people a bit. It’s very difficult to do that unless you’re in tune with what the strengths are of the people on your team.
“Now, more than ever, employers should be helping employees know how they’re part of the future of the company. You need to quell any negative or fatalistic attitudes that might be present and educate the staff that this isn’t something that’s going to last forever, and that we need to be prepared for better times once the economy turns around,” emphasizes Mr. Harris.
Focusing on employee engagement at a time when companies are experiencing mass layoffs should be a key business objective. The best companies are those that are focusing on maintaining a motivated core workforce that is prepared to tackle the challenges of today while planning for the post-recession recovery.
For additional information on employee engagement and the benefits of workplace surveys, please go to www.quantumworkplace.com.
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“When employees witness corporate downsizing and start to fear for their own jobs they often lose their motivation, which in turn affects their job performance, thereby causing them to become less productive and less of an asset to the company,” adds Mr. Harris.
To check the pulse of your employee engagement, employers may want to ask staff to take this brief Economic Sensitivity Survey, developed by Quantum Workplace:
· Management is providing good leadership and guidance during difficult economic conditions.
· My job is mentally stimulating.
· I understand how my work contributes to the company’s performance.
· There are future opportunities for growth at my company.
· My company affords me the opportunity to develop my skills.
· I receive recognition and reward for my contributions.
· There is open and honest communication between employees and managers.
· I see professional growth and career development opportunities for myself in this organization.
· I know how I fit into the organization’s future plans.
· Considering the value I bring to the organization, I feel I am paid fairly.
“During tough economic times, managers are doing more with less. So you’ve got to understand each employee individually. If you’ve just lost a couple of people from a work team due to layoffs, you might have to reposition people a bit. It’s very difficult to do that unless you’re in tune with what the strengths are of the people on your team.
“Now, more than ever, employers should be helping employees know how they’re part of the future of the company. You need to quell any negative or fatalistic attitudes that might be present and educate the staff that this isn’t something that’s going to last forever, and that we need to be prepared for better times once the economy turns around,” emphasizes Mr. Harris.
Focusing on employee engagement at a time when companies are experiencing mass layoffs should be a key business objective. The best companies are those that are focusing on maintaining a motivated core workforce that is prepared to tackle the challenges of today while planning for the post-recession recovery.
For additional information on employee engagement and the benefits of workplace surveys, please go to www.quantumworkplace.com.
###
Contact
Quantum Workplace
Brittany Cash
212-787-0787
www.quantumworkplace.com
Brittany Cash
212-787-0787
www.quantumworkplace.com
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