It is fall and many of you may have already made your seasonal hires but many of you are now or will be going through that process. As I have mentioned in previous posts, 10-almost-no-cost-steps-to-getting-the-mountain-ops-team-engaged, 5-simple-hiring-questions, and metrics-and-staff-engagement, attitude and fit are the important attributes to pay attention to. With labor shortages existing in many ski area regions, labor markets will be tight so you might be forced to make lemonade out of lemons this winter. Engagement can be an important tool to make excellent lemonade. To make this happen is not one of additional cost, it just means maybe doing things a bit different, see 10-almost-no-cost-steps-to-getting-the-mountain-ops-team-engaged.
I thought I’d share some more global information maybe to make you feel less alone on this issue but more importantly to reinforce the need to take the engagement steps. This information is from State of the Global Workplace, Employee Engagement Insight for the Business Leader, published by Gallup. Granted this is a worldwide study covering 142 countries, some from emerging markets where employment engagement is not as mature as we see here in North America. I would contend there still is relevance to our world. The full report can be accessed at this site, State of Global Workplace.
“Currently, 13% of employees across 142 countries worldwide are engaged in their jobs — that is, they are emotionally invested in and focused on creating value for their organizations every day. As in Gallup’s 2009- 2010 global study of employee engagement, actively disengaged workers — i.e., those who are negative and potentially hostile to their organizations — continue to outnumber engaged employees at a rate of nearly 2-1.”
“One common factor among organizations worldwide is the need to more effectively understand and use their people’s talents, skills, and energy.”
Engagement Makes a Difference to the Bottom Line
- Work units in the top 25% of Gallup’s Q12 Client Database have significantly higher productivity, profitability, and customer ratings, less turnover and absenteeism,
and fewer safety incidents than those in the bottom 25%.
- Poor Hiring and Management Practices Hinder Companies’ Growth and Engagement Levels
- Engaged employees are more likely to be “thriving” — i.e., to rate their overall lives highly on a zero-to-10 scale — than those who are not engaged or actively disengaged
What Companies Can Do To Improve Engagement:
- Bring engagement into the company’s everyday language
- Use the right employee engagement survey – I suggest using TINYpulse engagement
- Focus on engagement at the company and department levels.
- Select the right managers
- Coach managers and hold them accountable for their employees’ engagement
- Define engagement goals in realistic, everyday terms.
- Find ways to meet employees where they are – in the shops, locker rooms and on the hill
This isn’t touchy feely stuff, it works and it makes a difference. It can make a difference for YOU, try it!