TwoGreySuits now has the answer to the multi-million dollar question –
How Can You Get Your Employees to a Higher Level of Employee Engagement…and thus Profitability?
The extensive research is so compelling linking Employee Engagement to increased profitability – but up until now, the missing link has been, exactly what can or should companies be doing about this? Problems without solutions represent opportunity – and now you can give yourself the opportunity to address the research proven Employee Engagement problem by significantly increasing Employee Engagement….and resulting profitability in your organization.
The current offerings to deal with this in the marketplace are expensive and designed by globally large consulting firms offering up solutions in the hundreds of thousands or million dollar ranges for companies to contemplate or implement. (and some are) However, most of the companies in this day and age are small and medium sized (97% of companies by some estimates) and now there is a proven solution for them – for under $50/month! Yes, under $50/month. (needed to state it twice so you didn’t think it was a typo!)
With our combined 70 years of people management experience, we have researched all the drivers of Employee Engagement and have designed an on-line learning application around these including implementation plans for companies of all shapes and sizes, even the very small guys. Supplementing this is our HR Power Centre with all the contemporary people management tools/info/forms/explanations/processes, and then we have our 24/7 HR Hotline staffed with HR Professionals to answer all your HR and Employee Engagement questions – and yes, all included in one $49.50/month cost.
One of the most proven and powerful drivers of Employee Engagement is the relationship employees have with their direct manager. This relationship is a function of the manager’s people management capabilities. To be even more specific, it is exactly how a manager delegates work, how they train or coach employees to think on their own, and how and when they give job performance feedback. In my 25 years of experience in helping managers properly manage people, I see many managers who are reluctant to give job performance feedback and in many cases, they never do this. Why? Because they are afraid of how it might be perceived. Yes, this is sad but very true. Managers who do not know how to give proper job performance feedback should not be managing people, period. Additionally, managers who do give feedback but in an incorrect fashion are just as negligent as those who don’t do it at all.
So, if providing job performance feedback is not a staple in your organization, you may never get to a highly engaged employee state. There are other drivers of course, but this is where you want to start.
If you want to find out if a manager is properly managing their direct reports, consider skip level interviews, where you ask the direct reports very specific questions about how they are managed. This would include the following questions:
- Are you clear in your responsibilities? Tell me.
- Are you working towards specific goals and objectives?
- Do you receive regular feedback on your job performance to these goals and objectives?
- Do you respect your manager?
- Is your manager credible?
- Does your manager encourage you to think of solutions on your own?
- Would you recommend this company to your friends and colleagues?
- Does your manager help you to become more competent in your job?
There is no downside here at all, and the benefits provide the foundation upon which to start building a highly engaged workforce….and a significantly more profitable organization. TwoGreySuits www.twogreysuits.com is the only product offering which includes on-line Employee Engagement certification training, a comprehensive HR Tool Kit (HR Power Centre) and a 24/7 HR Hotline…all for 49.50/month.
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