Easy Keys to Workplace Engagement

Are you looking to seriously accelerate your company's success in the modern world?

You can start here, with 10 key implementations that pivot engagement in British industry.

Surprisingly high numbers of CEOs won't entertain the idea of a people-centric strategy that could help their business grow and sustainably develop. They fear looking hard at their own method of management, and often just don't know where to start.

(This has led to 90% of the British workforce quiet-quitting or looking for roles elsewhere.)

Perhaps the most popular ready-meal for industrial decision makers is new machinery. As soon as profits allow, a shiny purchase costing £100s-of-1,000s appears on the shop floor, demoralising already-compromised employees still further; operators and grass-roots support staff desperately want to feel a sense of purpose in their workplace, but yet again they have to watch millions being spent on new machinery while their own needs and motivations are abandoned.

You don't have to repeat expensive mistakes, and you don't have to face another year of catastrophic hidden losses.

Are you thinking it's time to prioritise positive culture change?

Here are 10 keys to unlocking the potential in your workplace:

1 Count Up the Costs of Disengagement

Communication problems can easily cost £300,000 p.a..

Loss of one employee costs (on average) £30,000 per person.

Silo ("that's not my job") attitudes syphon out £250,000 p.a..

Low morale = £250,000 p.a. in absenteeism and down-time.

This adds up to more than £800,000 for every year of disengagement.

2 Strategise Skill Mobility

Many individuals with shareable skills spend their working lives at a bench with no opportunity to help others or train new recruits. 1 in 3 workers in the UK are bored with their jobs, costing the UK economy £28 billion a year. You're very likely to be employing engineers who could be actively helping to bridge your skills gap.

3. Prioritise Customer Relations

Every time a customer visits your site, they can feel the atmosphere just as you can when you walk into a party! Your customers are impressed by friendly service, people who smile, good value and on-time delivery - these are the things that make them come back.

4 Consolidate Communication Flow

Discontented, frustrated people under-perform in conveying information and some even resource-guard with the idea that knowledge is power. Activating and invigorating communication pathways will incentivise your employees to improve organisational efficiency.

5. Make Headway on Staff Retention

People leave a company because that initial loyalty (which everyone feels when they first join) has eroded to the point where they have to prioritise their own welfare. People happy to come in every morning will do a much better job than those who feel they have to face

yet another day of blame and hostility!

6 Trace the Roots of Responsibility Resistance

"That's not my job" is a common fear-based response.

Choosing not to pick up an item, move an obstacle in a gangway or pitch in to help someone struggling with a task can be traced back to a) not wanting to be noticed, b) seeking to stay in line with what others do and c) avoiding responsibility when it's seen as a punishment. A healthy mind-set collaborates fearlessly and fosters equilibrium across its tasks.

7. Make Inroads on Raising Morale

Being happy at work is what everyone aspires to - making it a reality for your employee base is not difficult, yet the UK boasts the worst record in Europe! However, considering the Industrial Revolution began around the middle of the 1800s, you could say that draconian management styles were branded onto British industry at an early age. Morale equates to input of energy - the happier people are, the better they work. Effortlessly.

8. Inspire Innovation

A workplace can only be truly innovative when people are attuned and aligned with the mission of the company. Ideas spring from individuals, teams, and shared experiences (which is why 'team-building days' are often purchased as quick-fixes for stagnation). To support and promote ongoing innovation, create an engaging workplace environment!

9. Rejuvenate Recognition

Output increases with an engaged workforce - to the tune of 21% on the production line. People feel valued when they are recognised for effort, for a job well done, and thanked for their input. Whatever routes are taken to ensure self-worth is actively supported, they will pay dividends on the bottom line.

10. Positively Position Profitability

The pros and cons of workplace engagement are so wildly in favour of positive outcomes that it's hard to understand why companies avoid investing in it, but easy to see why it's difficult to know where to start. An engaged workforce is a profitable one... the evidence speaks for itself.

If you genuinely want to save hundreds of thousands of £££s and bring sustainability to your continuous improvement programme, budget for an engagement strategy today.

Let's have a chat about your situation. It's free, no sales speak or pitches I absolutely promise - we'll explore your options and find a route that works for you. I'll help you get some clarity and let you in on a few secrets to reduce stress and inspire advancements.

Spend a little online time with me;

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