Building a unique company culture that drives employee motivation and engagement is a difficult thing to do for any business, small or large. According to the Deloitte Global Human Capital Trends 2015 report, 87% of companies around the world cite employee engagement and culture issues as one of their top challenges. That’s a HUGE percentage! This trends report, which focuses on talent-related issues, demonstrates how motivation driver’s like an organisation’s design or leadership have a significant impact on the engagement of employees.
Based on Deloitte’s research data, businesses who have a distinctive culture that fires up workers are more likely to succeed. For example, employee engagement programs can increase profits by $2,400 per employee per year, says the study. That means that building and maintaining a great company culture needs to be a priority for organisations who want to improve their “bottom line” to achieve business growth.
To do this, there are five essential characteristics for driving employee motivation and engagement which ultimately, impacts sales. Here they are:
There are many ways to slice and dice your organisation - by role, seniority, experience and projects, for example. However, while 92% of companies believe that redesigning the organization is important, only 38% of companies are functionally organized today, says Deloitte. What businesses who have no clear organisational design need to understand is, being organised - in whatever way makes sense to you business - is crucial to encouraging employee motivation to attain goals.
Employees that are the most involved and successful within their organisation are those who have exceptional leadership which motivates them. Those companies who don’t have great leaders, however, are less active, and more likely to leave the company before delivering any real value. A Dale Carnegie training infographic, titled “The Importance of Employee Engagement” demonstrates that 70% of employees who lack confidence in senior leadership are not entirely engaged. As such, they’re likely not to reach benchmarks that drive business growth.
Despite the emergence of various tools for measuring employee satisfaction, such as Officevibe or TINYpulse, 64% of organizations still only measure employee engagement annually. Ideally, employee happiness should be regularly measured so you can identify “retractors” - employees who don’t have positive sentiments towards your brand.
Employee attitude is directly related to engagement because the more they feel like they’re a valuable part of the business, and more likely they are to be involved, creating the happier sentiment. For employees who feel indifferent, there are ways to handle negativity to improve engagement and keep your business moving forward.
Developing skills through education within the organisation is critical especially as changes in technology continue to intensify. Surprisingly, only 7% C-Level Executives have the technology skills necessary for digital transformation. While many companies already have internal training programs, they’re not enough. They need to foster a full culture of learning throughout the organisation in ways that include leveraging internal resources, as well as platforms that let them develop their skills on their own time.
For example, a corporate travel platform that reduces travel spend that simplifies approval, booking and expensing process is a tool that executive assistants and procurement managers can use for doing what they already do well, even better. Additionally, by making their day-to-day travel operations more efficient, they’ll have time to learn other skills, like managing change within their organisation through this eCourse.
Recognition is just as important as great leadership and continuous learning. Recognition is the “pat on the back” that employees regularly need to feel good about their work and the business. And we all know that feeling good about your contribution to work is more likely to keep you motivated to reach goals. Recognition programs where you give rewards or perks to employees for making a positive impact or driving growth is the best way to do this.
According to Deloitte’s The State of Employee Recognition report, “Organizations with recognition programs which are highly effective at enabling employee engagement, had 31% lower voluntary turnover than organizations with ineffective recognition programs.”
The bottom line is this: employees who have a unique culture, will be more motivated, more valuable, and less likely to leave before delivering value. As a result, there will be greater efficiency, idea contribution, and achievement of goals. Workers will want to impact the business positively and deliver their best work. Temkin Group says, 91% of highly engaged employees always or almost always try their hardest at work, compared with 67% of disengaged employees. That’s a whole lot of employees [potentially] driving your business forward!
Written by Bryan Carroll @Locomote