Categories: Comments on Articles and Research, culture management, high performance culture, motivating employees, operational excellence, performance management
How about some frightening statistics to shake up the middle of your week? (Quoting from Fake Work research as cited in TLNT):
• 87% of employees are not satisfied with the results of their work at the end of most weeks
• 73% of workers say their organizations’ strategies and goals are not translated into specific work tasks they can execute.
• 70% of workers do not know what to do to support their organizations’ strategies and goals.
• 81% of workers do not feel a strong level of commitment to their organizations’ strategies.
Let’s boil that down. People don’t know what you want them to do, don’t know how to do it anyway, don’t particularly care, but at least they’re somewhat dissatisfied for it at the end of the week.
Spouting strategies does little to align employees with your goals. It’s not that employees don’t want to help the company achieve its strategic objectives. It’s that they don’t know how. That’s where strategic recognition comes in as a very powerful tool for communicating both what the company needs down and how each employee contributes to that. When you thank an employee – specifically and with details – for achieving an objective (including a description of the work and the objective) it becomes clear to the employee how they are helping.
Do you know your company’s strategic objectives? Do you know how you contribute to achieving them in your daily work? Do you care?
Posted by Derek Irvine at 3:31 AM | email post