We kick off this roundup with a short video on employee engagement from The Employee Engagement Group.
Why frontline workers are disengaged
Michael Bazigos and Emily Caruso, McKinsey Quarterly
“Only three out of ten American workers feel engaged by their job, according to a Gallup Poll published in 2015.1 Data from McKinsey’s Organizational Health Index, encompassing a decade of survey results from 3 million employees at almost 1,300 organizations, offer insights into why this may be true.”
What Attracts the Best Employees to a Company?
Brandon Rigoni and Bailey Nelson, Gallup Business Journal
As Apple undoubtedly knows, talented workers are well worth the effort it takes to recruit and hire them. Gallup meta-analysis results suggest that when companies select the top 20% most talented candidates for a role, they frequently realize a 10% increase in productivity, a 20% increase in sales, a 30% increase in profitability, a 10% decrease in turnover and a 25% decrease in unscheduled absences.
After bringing talented people in, an organization can further serve its bottom line by engaging employees at all levels. Gallup has found that the most highly engaged business units are 21% more productive, experience 48% fewer safety incidents, are 22% more profitable, have 10% better customer ratings and experience 37% less absenteeism.
Connections, onboarding and the need to belong
Talya N. Bauer, re:Work
“The links between clarity, confidence, and connection have been confirmed in research across other occupations and settings as well. Organizations can help new employees maximize their chances for success by engaging in connection-based onboarding. After dealing with the basics (e.g., payroll, desk assignment, and email access), organizations should focus on specific ways to help new employees feel welcome. This could mean helping them build their networks even before they arrive on the first day. When individuals feel more accepted and connected to those around them, they ask more questions and gain confidence, which is something Google also found in its research on teams.”
Don’t decide to fire that employee at the end of the day
Michael Haberman, Omega HR Solutions
“Scientific research is showing us that when a decision is made during the day has an effect on the quality of that decision. The earlier the decision is made the less the effect of, what Professor Francesca Gino calls, “cognitive fatigue.” According to Gino “Cognitive fatigue is a very common condition that results from sustained engagement that taxes your mental resources.” In her Harvard Business Review article she says “Research has found that persistent cognitive fatigue results in burnout at work, lower motivation, increased distractibility, and poor information processing. It even lowers the quality of everyone’s judgment and decisions, including those of experts.”
How to Address Eating Disorders at Work
Candice Porter, Insurance Thought Leadership
“If you are concerned that a coworker may have an eating disorder, there are things you can do to help. Rather than focus on issues related to their physical appearance, let your coworker know you have noticed a change in their behavior. Perhaps the quality of their work has suffered or their mood has changed. Let them know that you care and offer helpful resources. If your workplace offers a wellness or screening program, share that information. Anonymous eating disorder screenings are always available at MyBodyScreening.org. Be sure to follow-up with the coworker to see how they are doing. Support systems are important as they work toward recovery.”
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- Giving Constructive Criticism
- Traffic deaths show a steep rise for the first time in years
- Org Charts: Finding What Works for You
- Don’t Put All Your Recruiting Eggs in the LinkedIn Basket
- Mitigating Workplace Violence at Ambulatory Care Sites
- Forced to Allow Guns on Campus, UT Adopts 25 New Firearm Policies