Flying High with Workplace Engagement

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

Attractive Distractions

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.

10 Keys to Hidden Potentials

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

For a modest SME employing 50 people;

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 many billions every 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 clients are impressed by friendly service, people who smile, good value and on-time delivery - these things make them come back.

4 Consolidate Communication Flow

Discontented, frustrated people under-perform in conveying information and some even resource-guard on the premise that knowledge is power. New 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 sure 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 or pitch in to help someone struggling with a task can be traced back to a) not wanting to be noticed, b) staying true to what others do and c) avoiding responsibility when errors lead to 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, since the Industrial Revolution began around the middle of the 1800s, you could say draconian management styles were branded onto British industry at an early age. Morale wasn't considered a commodity in those days. Now we know that 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.

The Proof is Out There

You can verify all the stats for yourself - there is plenty of evidence in reports from Harvard, Gallup, Deloitte and others with reputable research portfolios. We can be in no doubt that people-centric initiatives are going to be more crucial in the coming years than ever before, particularly for SMEs who need to compete for talented workers.

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

Let's chat about your situation and find a flight path that works for you. I'll help you focus and let you in on a few secrets to reduce stress and inspire advancements. No sales, no pitches, just good old-fashioned advice. You take it from there. Onwards and upwards!

Aircraft in Hangar with lone engineer