2012年6月26日星期二

What is the employees to participate in?

Today's job market, a slight improvement, the unit has begun to more thought to how can we retain employees in the U.S. and European companies often will hear the concept of 'employee participation'. But to The end of what is the employees to participate in it? How do I know you do it? And why care about this issue?

Let us start from the simple definition of employees to participate in a personal attachment to the company, the job role and colleagues. Staff participation, managers do not force them to work, and need to monitor the status of implementation of the task. On the contrary, mobilize the enthusiasm of the staff, they will do those things that are most beneficial to the unit, to the completion of outstanding work.

Employees to participate distinguished from satisfaction, the latter term appears in the industrial age, the factory owners need to ensure that angry workers will not be riots. The satisfaction of employees participating employees, the unit as their home, but they are also reluctant to die out.

How do I know whether people participate in?

To a certain extent, the staff's input was good to identify, though invisible, but as long as the observation of whether they whole-heartedly which can. But there is good news for those who prefer quantitative indicators, there are many reliable ways to measure employee engagement. Gallup based on 30 years of in-depth study of the economic behavior of 17 million employees, the establishment of a model.

The company's researchers selected 12 core indicators, called Q12, which can be used to predict the performance of the staff and team, and the final result of the business. Issues include:
  1. Work, you know What do you expect?
  2. Work, you have enough tools and materials to make sure you do the right thing?
  3. Work every day whether to have the opportunity to demonstrate expertise?
  4. In the past seven days, if you work performance good recognition or praise?
  5. Your supervisor or other person, taking care of you?
  6. Work, if anyone encourage you to self-perfection?
  7. Work, your opinions count?
  8. The company's mission and goals make you feel their work is very important?
  9. Whether you and your colleagues all high quality work?
  10. Work, you have a best friend?
  11. But the past six months, and you talked about the progress made in the work?
  12. Over the past year at work, you have the opportunity to learn and grow?
    In the organization can easily create a questionnaire to track participation. You can on a monthly, quarterly, annual, in accordance with 1-5 minutes to answer these questions.

    Why should care about these?

    The benefits of employee involvement is to improve productivity, reduce staff turnover, improve customer satisfaction, which has been fully proven.

    Staff participation in the company's profitability will be better, the Tower the Perri global labor studies, the high rate of the company's earnings per share (EPS) will be the rapid growth of 28%, low participation in the company's average EPS drop to 11.2%. Human consulting firm Hewitt Associated: high degree of participation of the shareholders of the company revenue 19 percent higher than the general corporate

    Even organizational psychologists also spoke highly of staff participation. Journal of Applied Psychology, a study said the highest 25 percent of the companies with the lowest 25% of the company compared to the annual income of each business unit sphere of influence in the $ 960,000 to $ 1.44 million.

    And employees involved in the antithesis of employee alienation, this will be a bigger problem. Before to continue discussions on staff alienated, let us describe the three types of employees:

    Actively involved in: These employees are always trying to improve their work. They are not only able to complete the work, but always greater than what people expected, so the company will be more successful.
    Non-active participation: these employees point to work to complete the work point to work. They may also work satisfaction, but not willing to do our best to help the organization to a new level.
    Active alienation: these employees are gas units, hoping to have the opportunity to destroy it. They are the most dangerous, because of their negative attitude affects others, may lead to real performance and morale problems.
    In the United States, work alienation state the cost of losses, including slack and the destruction of the initiative, such as decreased productivity, accidents, theft, as well as leaving a loss is expected to total more than 35 billion U.S. dollars. According to the Gallup recent report, approximately 71 percent of American workers are neither actively participate in, did not take the initiative to alienation.

    Pondering these data carefully: If you have a good chance the majority of employees willing to leave the current unit, which is no surprise that the Which is costly. Employees to keep in his article "according to Ross, Blake: staff leaving the company to bear the high costs" in the statement, the change of staff to the unit cost increases equivalent to 30-50% of their annual salary, junior staff, mid-level employees the equivalent of 150 of their annual salary % of key senior positions in the highest or even up to 400% of their annual salary.

    I hope you can understand, and a new vision to look at staff involved in this matter. Later this month, we will explore the management of which can improve the degree of participation of team members.



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