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Lowering the Bottom Line to Increase Employee Engagement

  
  
  
  
  
  

Let’s face it, most companies focus completely on the bottom line - profits and earnings. However, companies would not have the means to thrive without their employees. Companies are a team and are only as strong as their group effort to succeed. Prioritizing employees’ happiness and overall satisfaction is the yellow brick road to continued success.

Organizational justice is the supreme justice of a company’s own government system of functionality. It refers to how fairly an employee feels they are being treated, which in turn impacts their job attitudes and behaviors at work.

Anyone with work experience can tell you that the happier he or she feels at their job, the more motivated they are to complete their responsibilities with the upmost effort and energy. This also creates a sense of commitment and pride towards the company, which leads to a stronger drive to help the company succeed.

Consequently, companies want engaged employees so that profitability and productivity are high. Employees with high productivity lead to be more profitable, more customer-focused, safer, and more likely to withstand temptations to leave. Companies want employees that respect the rules of the office and are loyal to the organization.

A recent Gallup meta-analysis demonstrates the significant differences between engaged workgroups and disengaged workgroups in productivity, profitability, safety incidents and absenteeism. Engaged organizations have 3.9 times the earnings per share (EPS) growth rate compared to organizations with lower engagement in the same industry.

Five Key findings of the 2011 Employee Engagement Report

  • 31% of employees are engaged, while 17% are disengaged

  • Strong correlation between engagement levels and age, role/level, and tenure in the organization. are engaged, while 17% are disengaged

  • Employees have a tendency to view opportunities to apply their talents, career development and training as top drivers of job satisfaction.

  • Trust in executives appears to have more than twice the impact on engagement levels than trust in immediate managers does.

  • Engaged employees plan to stay for what they give, while the disengaged stay for what they get

Now let’s take a journey through the eyes of the employee. What are the important aspects of employee job satisfaction? 

Employee Engagement

High employment engagement is a great benefit for a company. Improving employment engagement translates to the driving force behind motivation and success for your company!

 

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