Great Companies and Leaders Elevate People First
Great companies and managers elevate people first. Yet, employees’ are disengaged to the tune of 85% worldwide. In the US it is 70%. Either number is disastrously poor. What does this mean to a company? For example, high employee disengagement equals:
- Poor morale
- More employee turnover
- Absenteeism
- Poor customer service
- Lower productivity
- Fewer sales
- Lack of employee loyalty
- Less profit.
No company in its right mind would want this. Yet, every day far too many companies and managers treat people in ways that generate an unproductive work environment.
3 Primary Reasons Companies Neglect Employees
The first reason for neglect is the thirst for profit sidetracks their commitment to people. The focus is on the bottom-line, the result. Business schools around the world teach this. In addition, managers lack training in the process of employee engagement that drives customer engagement which sparks greater profitability. The American Customer Satisfaction Index (ACSI) has long proven the connection between customer satisfaction and a company’s financial success. Most importantly, the service profit chain has clearly demonstrated the relationship between employee engagement, customer engagement, and profits.
The second reason for neglect is that managers lack basic leadership skills. Derailment studies consistently show that a least 82% of managers fail. Managers falter because of poor:
- Results-usually because of people issues or bad judgment.
- People skills (insensitive, arrogant, dictator).
- Delegation.
- Conflict resolution.
- Trust levels.
- Planning and decision-making.
- Adaption of their leadership approach to situations and people.
Finally, most companies do not really care. They see employees as a cost and a commodity not as valuable partners, these companies and their cultures lack integrity. Unfortunately, their approach involves only the selfish goals of their executives and shareholders. The best example of that is when Fortune 500 companies, in response to a slower growth rate, lay off thousands to restructure to satisfy Wall Street analysts. Subsequently, it happens repeatedly. As a result, employees’ rebel and it negatively impacts companies’ performance. The Great Resignation and Quiet Quit testify to this.
What can companies do?
In summary, if you study the “Best Places to Work”, companies, you will find these characteristics:
- Clear mission, vision, and values that indicate people-first.
- Pay fairly and most often above norm.
- Benefits are above average.
- Positive communication and employee engagement.
- Provide generous amounts of training and education.
- Extraordinary teamwork.
- Servant Leadership approaches.
- Positive performance management.
- Praise, recognition, and celebration.
- Listening, feedback, inclusion, and improvement.
Pulling It All Together
In conclusion, if a company wants to (the key is if the executives care) it can begin to improve employees’ attitudes by changing leadership and business practices. Effective change requires hard work, diligence, and a willingness to be better. However, CS Lewis said, “It may be hard for an egg to turn into a bird: it would be a jolly sight harder for it to learn to fly while remaining an egg. We are like eggs at present. And you cannot go on indefinitely being just an ordinary, decent egg. We must be hatched or go bad.”
Also, do you want more ideas on how to engage and inspire your team? Check out this complimentary eBook, How to Motivate-NO-Inspire People, Ten keys to Employee Engagement.
Finally, see Rick’s newest book. The 5 Dynamics of Servant Leadership: How to accelerate your career and inspire your team! See his new self-directed leadership training: 21 Servant Leadership Training Lessons.
