DISENGAGED STAFF

I was shocked when I read a newspaper article in the Singapore Straits Times – 06 Dec 13. The article referred to a survey, done by Gallup on workers’ mind-set. 

Key-Findings:

9% are passionate about their employer and committed to work. 

76% are disengaged. 

14% are more or less out to damage their company. 

To me, these are horrible results and, to a very big degree, management must be accountable for this. 

Therefore, I like to repeat my recommendations on managing people (previously published in this blog) 

Managing people may not be easy, but it is certainly not complicated. There are not so many things to be done, but the few, I call it the BASICS must be done and must be done right; and staff engagement will certainly reach a very good level.

THE BASICS according to my view: 

LONG-TERM GOAL Make sure that the long-term goal for your team is defined and known to all. This provides focus and is the base for empowering your staff. 

CLEARLY DEFINED GOALS FOR INDIVIDUAL STAFF Make sure the goals are clearly defined, measurable, and time sensitive. For many jobs a good job description is as suitable. Again, just make sure that is well defined, measurable, and time sensitive. 

VALUES Values define the working culture. I suggest establishing values, and find a definition supportive behaviours for each value. This is important in order to ensure clear understanding by everybody. (If you are to busy. Google Many companies have their values and supportive bahavioirs on their website. You will find something that you like)

HAVE THE RIGHT PEOPLE Expect from your staff two things, namely to meet the goals and live the values. If that is not the case, YOU need to do something. Always, your first responsibility is to coach and enable, however, if that does not show results, harsher decisions need to be made. Again, this is YOUR job. Be very thorough when employing new staff. Spend time on the interviews; ask colleagues or staff to help you to interview and select. 

REGULAR FEEDBACK SESSIONS WITH EACH STAFF Meet once a month with each staff member for a performance review and address all issues required for your staff to perform. For conducting good performance reviews, please refer to another write up in this blog ‘Performance Review’. 

LEAD BY EXAMPLE Look for the write up ‘Leadership’ in this blog. 

FAIR PAY Money is not everything, but for most it is very difficult to be motivated if not adequately paid.