A study out by Gallup shows that more than 50% of employees leave a job due to the Manager. Companies need to invest in training managers if they want to stop turnover.
Gallup also did a poll that showed that 32.9% of U.S. employees are “engaged” in the workplace in February. The good news is that this is the highest monthly average recorded in three years. The bad news: The majority of U.S. workers are still “not engaged” at work.
One reason is the cog mentality that Seth writes about here in his preface to Brainwashed (a short thesis on 7 levers to do work that matters).
Managers have two purposes: remove obstacles for employees to do their best work and motivate employees. That second one is tough, but there is plenty of material on it. (Like HERE). Yet, I’m not suggesting that managers become Tony Robbins. I am suggesting that managers set the tone and re-assert the culture*. Seth Godin’s blog today was about Attitude. Reading it had me thinking about his book, Linchpin, which is excellent.
If you don’t want to read the whole book, Seth wrote a shorter version called Icarus Deception. And an even shorter version of that – just 25 pages – is available on ChangeThis.
As we jump back into a short week after a long weekend, many employees are going to be disengaged (says the data). One path to engagement is if the employee can feel like they are having an impact at work or doing work that matters.
As a company executive, do you buy in on the vision or mission of the company? If not, then employees won’t either. The purpose of the vision is to give the company and its employees a focus, a goal, a mission to work for, beyond the grind of the paycheck.
We live in a different world than even 5 years ago. We talk about the Connection Economy, but how are we allowing that to impact our work (for the better)? Many companies try to use social media for PR or customer service but give up way too early. Really they stuck their toe in the water and didn’t like the result. It was too much real time feedback.
Well, social media is just one lever. Ignoring the feedback doesn’t make it go away. In fact, that feedback could be used in your favor. The guy that started Comcast Cares on twitter, Frank Eliason, says that empathy trumps technology. Yet companies hide behind technology and policies. There are ways to engage your employees with the work and the customers to everyone’s satisfaction.
Comcast takes a beating on its customer service. Comcast Senior VP Charlie Herrin, writes that “we need to show [customers] respect, patience, and enthusiasm to provide them with an excellent experience.” … “But Eliason questions what it is about the employee culture at Comcast that is still allowing for these sorts of gaffes to occur.” It does come down to Culture.
How do employees even learn Culture? Through stories, rituals, symbols and language. Managers have this responsibility. On the other hand, Netflix points out: “The actual company values, as opposed to the nice-sounding values, are shown by who gets rewarded, promoted, or let go.”
Culture, Managers, Vision, Empathy, Connection, Engagement, Service – all components to a profitable and desirable workplace.
SIDE NOTE:
7 Ways You Can Impact Company Culture
How to Make a Difference at Work
Brainwashed by Seth Godin
Icarus Deception [aka We Are All Artists Now] by Seth Godin
What does HR stand for by GapingVoid
Tags: culture, management, motivation, seth
Related tags: icarus deception, shorter version, customer service, social media, suggesting managers, employees
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