|
Letter from the Editor
In January 2009, the Employment Trends Index from The Conference Board noted that during 2008, total nonfarm employment declined by more than 2.5 million; it suggested that it could increase by another 2 million.
“The continued deterioration in the Employment Trends Index signals that no turnaround in the labor market is to be expected in the near future,” Conference Board senior economist Gad Levanon said in a January news release.
It’s not surprising then that slightly more than half of 633 HR professionals have spent more time calming employee fears about job security compared to six months ago, SHRM found in an October 2008 poll.
This information from Lovin’ What You Do Is Important, Workers Say
(http://moss07.shrm.org/Publications/HRNews/Pages/LovinWhatYouDo.aspx) indicates that many people are worried about their jobs. Unfortunately, most companies and managers try to dance the Ambiguity Cha-Cha. Managers cannot promise employment since they lack the critical tool required for such prognostications: the crystal ball.
So what’s a manager to do if we can’t promise employment? Well, the first thing we can do is demonstrate integrity. According to a study conducted by Cornell University, organizations where employees believed their managers had integrity produced higher revenues than those where employees were dissatisfied with their bosses' behavior. Being transparent, honest, and clear are ways to demonstrate integrity.
The second thing is to focus on what we CAN focus on. While we can’t promise employment, we can promise employability. While we can’t promise a job, we can promise job skills.
Many employees don’t recognize the significant capabilities they bring to the job – ANY job. Now is a great time to help employees recognize the capabilities they have and hone those skills that will increase their overall competence – AND boost their overall confidence.
Terry
Engage Employees for Increased Revenue
It’s obvious that engaged employees are an asset to a company and that unengaged employees may actually be a liability to a company. That’s not the news. The news is just HOW MUCH difference exists between fully engaged and disengaged employees and what that difference may cost employers.
In the 2008-2009 National Workforce Engagement Benchmark Study
(http://www.employeeholdem.com/media/benchmark.pdf), the researchers (Employee Hold ‘em) determined that of the employees surveyed:
-
43% were Fully Engaged (Employees go the extra mile for customers, stay with your organization longer, and recommend your organization as a great place to work.)
-
25% of were Reluctant (Employees may act in ways that benefit your company for the short term – but many of these employees stay because they have to, not because they want to.)
-
32% were Unengaged (Employees are already halfway out the door, putting customer satisfaction, customer retention and continued business success at risk.)
With these numbers as a backdrop, the next question is, “So what? What’s the impact of engaged versus disengaged employees?” The researchers asked employees how likely they would:
-
Go the extra mile for customers.
-
Work hard.
-
Recommend their company as a good place to work.
-
Stay with the company for the next two years.
-
Consider staying with the company even for lower compensation.
The graphic below illustrates the significant difference between the actions of engaged employees versus the actions of disengaged
employees.
The financial implications of these numbers are simply too big to ignore. For example, if customer retention is a key strategy in these economically challenging times and only half of your employees are willing to go the extra mile for customers, your customers will begin quietly leaving. If you’re replacing a significant number of your employees every year because they become disillusioned and disengaged, and the cost to replace each employee is roughly equivalent to their annual salary, you’ve needlessly spent a significant amount of money in replacing employees who could have been re-engaged through management intervention.
Developmental coaching – talking to employees about their performance to help them improve – can re-engage disengaged employees – those who have quit working yet remain on your payroll.
Check out Entelechy’s new website devoted solely to Coaching for Talent Development and Employee Engagement at
www.coachyouremployees.com.
Annual Reviews No Substitute for Regular Feedback
National Public Radio, Morning Edition, February 16, 2009 • The annual performance review is getting reviewed itself, and has received low marks. Employees say feedback from the review is too little and comes too late to be effective. Now companies are beginning to rethink how they give feedback. Listen to the broadcast from National Public Radio at
http://www.npr.org/templates/story/story.php?storyId=100746960&sc=emaf
Entelechy’s President Speaks at Training 2009 Conference
Terry Traut’s presentation on Coaching for Talent Development and Employee Engagement was packed as he spoke at the Training 2009 Conference and Expo held in Atlanta a couple weeks ago. When asked what they liked about the presentation, participants responded:
-
Great content.
-
Energy and focus.
-
Presenter is nice, good job setting, realistic expectations for when to use coaching.
-
Kept explaining the key points and repeating them.
-
So simple!
-
Did a demonstration with participants.
-
Role playing to actually illustrate how to apply the principle taught.
-
Good pace. Good humor.
-
I loved the handout - very valuable. Thank you!
-
Loved the role plays. Very effective.
-
Role play and audience involvement.
-
The fast pace! Great content. Very helpful. Loved his passion.
Held in Atlanta Feb 9-11, 2009, this event is a training industry highlight since not only are there outstanding keynote speakers and breakout sessions, Training reveals their picks for the top 125 training organizations in 2008. Entelechy’s had the pleasure of helping some of previous years’ winners make
 the list for the first time or advance in ranking. For a list of Training’s 2009 Top 125, check out their online magazine:
http://www.nxtbook.com...
We featured the ad to the right in Training’s special edition featuring the top 125.
If you were not able to attend the conference or presentation but would like a complimentary copy of the handout, please contact Terry directly at
ttraut@unlockit.com.
And Now, for Something Completely Different
Feedback Causing a Rypple!
“How am I doing?” Wish you could ask people how your presentation went or how you handled the last meeting? Dan Debow and his team over at Rypple.com have created a tool that allows you to ask your trusted advisors for feedback. The feedback is consolidated and provided back to you anonymously. Very cool! Check it out at
http://www.rypple.com/
Windows Screen Cleaner
Finally, a screen cleaner for Windows. Works on any monitor: http://www.raincitystory.com/flash/screenclean.swf
Mailing and Privacy Information
You have received this email because you are in Entelechy's database of people that we've interacted with directly or indirectly or you've signed up for
The Key. If you've received this email in error, please click on
http://unlockit.com/newsletter.htm
to be removed immediately from our mailing database with our apologies. (If you have trouble with the optout link, please reply to this email directly and I'll personally remove your name.)
Send this email to your friends and colleagues who may be involved in training and the performance of others and could benefit from FREE performance tips, tools, and techniques.
Entelechy will not sell, rent, or otherwise provide anyone else your membership information for any reason. Period.
Terence Traut, President of Entelechy "unlocking potential"
ttraut@unlockit.com
phone: 603-424-1237
fax: 603-424-6361
http://www.unlockit.com
|
