By Mauro Libi Crestani. All major market surveys make it clear that at present, most employees are producing less than they are capable of producing, so productivity levels of companies have declined alarmingly. Indeed, Gallup found that 71% of all employees are either "not engaged" or "actively disengaged" companies. Against this complicated scenario, employers must act and implement methods to reverse the numbers and connect the workforce to their responsibilities in organizations.
Research indicates that companies should act when they see their employees do not feel committed to their workplace. HR departments handled a number of tools to reconnect workers subirles commitment, morale and increase their performance. It also has rules to prevent employees from falling into the temptation of the many distractions that abound in the workplace.
Once companies recognize that employees are disabled (usually have dull countenance, drowsy, distracted, with beady eyes) must proceed to communicate with those employees and explain that their inactive attitude represents a high cost for the company, why should change or withdraw.
According Terri Kabachnick in his book I Quit, some of the most common causes of labor decoupling are lack of information, lack of purpose of work and lack of respect. To re-engage their employees or prevent disengagement during its slowdown in business, the business leader must establish efficient communication policies.
Workers must be kept informed, information management and optimal communication has a impact on your mood and motivation.
After studying communication patterns in dozens of organizations, Tamotsu Shibutani concluded: "It is better to keep informed their work tables, to avoid losing them."
If you want an engaged workforce, then you must instill a sense of purpose of employment. It is almost impossible for employees to spend five or 10 years in a job and feel good about themselves. Many believe that their jobs are a colossal waste of time.
Employees need to know more than it involves work. A portion of the address is to ensure that their workers go on every day to the company with the feeling that they are working on something very important.
To build a culture of employees "engaged" we must show the workers that their jobs have a purpose that only they can fulfill.
That's why an effective strategy of attributing productivity is directly related to the employee a responsibility to their superior. If an employee feels that their work is important or essential he or she will be fully committed to their jobs.
It is advisable to show their respect, treating each employee as an individual. Get to know the strengths and weaknesses and preferences of each person. He calls each person by name and make you feel that your work is appreciated by the company. These small changes will change the attitude of the employees and connect with productivity goals of the company. By Mauro Libi Crestani.
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