Recession and Employee Engagement
Has the recession impacted levels of employee engagement? Current research reveals that recession-related trends, such as layoffs, pay cuts, and increased workloads, have resulted in a general decline in employee engagement and productivity. This trend was predicted by many experts. In May, 2009, BusinessWeek magazine published an article on this topic. The article offered two differing opinions to the question: Is the recession a time to be focusing on employee engagement? Below are a few excerpts from the expert who responded, “YES.”
“Employee engagement will hit historic lows in the coming years and cost employers billions in lost productivity—and cost consumers in the form of a more frustrating I-don’t-really-care-about-you customer experience. Employee engagement is directly related to the experience customers desire.
This “Great Recession” will widen the gap between the few companies that deliver a consistently good experience and the great majority whose employees are more disengaged than ever and deliver poor service. A Quantum Market Research study revealed that between fall 2007 and fall 2008, nearly one-half of companies surveyed had a decrease in employee engagement scores, measured by an employee’s willingness to put in extra discretionary effort for the good of the business, speak positively about the business to others, and stay loyal to the job.
What if all employees in your company were engaged and willing to give the company 15 minutes of discretionary effort each week? The ROI would astound you and the improved customer experience just might make the difference between surviving the Great Recession and thriving in it.”
Important questions for your consideration:
- How has the recession impacted employee engagement at your organization?
- Would you or your leaders benefit from expansion of your current approaches to employee engagement?
So, who is an engaged employee? Here is a short checklist of characteristics. An engaged employee:
- is loyal, productive, perhaps even passionate and applies discretionary effort to his/her work
- understands the organization’s priorities, goals and desired results
- knows how the work he/she performs contributes to the success of the organization
- feels that his/her personal values align with the values of the organization
- receives appropriate and timely rewards, recognition, and reinforcement
- is directly involved in discussions and decisions impacting his/her work
- feels positive about the leadership of the organization and has a good connection/relationship with his/her immediate supervisor
Think about the employees of your organization or members of your team. How would you rate them compared with the checklist above? How might they rate themselves? And again consider these questions:
- How has the recession impacted employee engagement at your organization?
- Would you or your leaders benefit from expansion of your current approaches to employee engagement?
Now IS the time to take action and ensure your organization’s future.
Now is the time. Let’s explore ideas for assessing and increasing engagement levels within your organization. Send me an email or give me a call:
