Do you know the temperature of your organization?
Dawn Pomaybo
Human Capital Management Specialist, Talented Coach, Speaker, Trainer and Philanthropist
Do you know the temperature of your organization?
Some days are good, some days are bad. There are those employees that really give 110% every day. There are those that you know would have preferred to just roll over and go back to bed. You really don’t even know why they show up. Then there is this whole group in the middle ~ do you really know what motivates them? Do you know if they are on the fence and could be swayed one way or the other? Do you know if your employees are happy with their workplace? Do you know if your employees are happy with their manager? Maybe you do, maybe you don’t. But if you want to have a productive, happy workforce, that gives 110% every day, then, an engaged workforce is a necessity.
But how can you determine the current status of your workforce or the temperature of your organization if you haven’t measured it? Or taken its’ temperature? We have heard the buzz about an engaged workforce – it is a hot topic. But most companies are unaware of how to identify whether the workforce is engaged or not. What we do know for sure is that an engaged workforce is not only a workforce that has an increased satisfaction with their work as employees; but, also increases the bottom line of the company. An engaged workforce can also create loyalty within and outside of your company.
So how do we get to an engaged workforce with employees that are happy with their managers and happy with the company? Training, outlining company values, changing the culture of the organization, identifying what motivates your employees are all great ideas….But where do we start?
A workforce engagement survey can help you to identify whether employees are engaged in their work, happy with their manager and the company. It can also help you to identify where you stand when looking at employee engagement across the country in comparison to other companies. Knowing where you stand, let’s you know where to start. It helps you to identify where you need to dig deeper and identify the hotspots of which you are now very well aware. Workforce engagement surveys can also give you a standard from which to measure. Once you have started implementing new policies, new trainings and listening to your workforce, you can measure the impact that these new tactics have had on them. It allows you to make change and measure it.
Did you know?
Disengaged employees are 53% less productive than their engaged counterparts? Disengaged employees are 24% more likely to remain at their current employer.
“Research in 2013 shows that a whopping 71% of all employees are not fully engaged.” – Dale Carnegie 2013
If you want to know more about employee engagement or the steps to take to the temperature of your organization, contact me at 412-963-6311 or [email protected].
Estimating Sr. Manager
9yDawn Pomaybo has been very instrumental in the ongoing success of our company. We are celebrating our 3rd year in business and with Dawn's help, I know we will continue to celebrate for many years to come. I would highly recommend Dawn at Pomaybo, Inc. to any start-up company that wants to hit the ground running... in the right direction. And for those of you that have been in business for decades, Dawn can help sharpen those edges.
Tax Consultant at John Pournaras Agency, Pa Notary Public, Author, Marketing Consultant to Accountants and Notaries
9yI fired most of my tax preparers! Most of them did not have it! I like the ones I have this year because they are just like me! I thought I was going to have to clone myself, lol. But the ones that I have had always cost me a lot of time, and big money.
Vp of Sales, H.Wolfson, Inc.
9yYou are so right Dawn ... knowing the temperature of your organization is certainly a vital part of enhancing, improving and ultimately succeeding in becoming an above average if not superior company ... yes I also agree that a workforce engagement survey would surely determine areas of need but I'm not sure if the responses would be that sincere and honest ... but that's a start. I would look to take it a step further by trying to have informal interviews one on one with as many of the sales force as possible, sort of making them feel comfortable enough to "let their hair down" sort of speak ... might be able to add to the mix. Then of course the action plan to address some of those areas and initiate a time table to see thru ... nice post as usual Dawn ...