Are you stuck where you are?
“Organizations often spend too much time watching the scoreboard and not enough time watching the ball. Blanchard® research shows that 50% of organizations focus on dashboards and metrics when they should be focusing on creating and improving employee passion. A focus on numbers and productivity without a comparable focus on—and understanding of—what motivates each individual can undermine an organization’s efforts to boost employee productivity and employee work passion.
There are both distinct and subtle clues to understanding organizational productivity. Metrics such as sick days, decreased revenue, and defect rates are easily measured, but the subtleties of productivity can be harder to read. In organizations where employee work passion is high, people willingly exert discretionary effort. They talk positively about the organization to friends and family. They support their colleagues without it being a required part of their job. They are loyal. And they intend to stay with the organization, perform well, and inspire others.” (from the Ken Blanchard Organization)
It is no wonder that so many people feel like the work they do doesn’t matter. The effort and focus is on measuring things and leaving out the most important thing, people. Of course there are organizational results that truly matter to the success of the business and those things shouldn’t be left to chance, but how often are those measures obscuring what really needs to be understood, how engaged are the employees in the work that they are doing? Measuring productivity and orders and profits are important, and so is the heartfelt engagement of each person. Companies that want to improve bottom line results just need to care for their employees. Now, some would say, “we do care”, we have benefits, they get a paycheck, they get a vacation, employees get all these things from us and what do they do, they don’t do their best.
There are many companies where manager’s are managing as if were 1920 and Frederick Taylor was designing the work day. Extrinsic motivation which was the popular mode of squeezing more out of an employee is an outmoded form of management. Not that it isn’t needed at all, it is just that it is needed far less than what it was. The new leadership model includes intrinsic motivation and the prime method of encouraging employees. Companies could benefit greatly, improve their bottom line, improve their competitiveness, and improve results by improving employee engagement.
What kind of company do you work for? Is it encouraging you, empowering you, allowing you the autonomy you need to produce your best results? When 84% of people surveyed believe they need to be doing something different then most people are not feeling empowered to make the difference they could make.
If your company is filled with people who are working at less than their potential then “coaching” is one tool that can improve the bottom line. See if your company’s management would be open to improving their bottom line.
“…feelings like disappointment, embarrassment, irritation, resentment, anger, jealousy, and fear, instead of being bad news, are actually very clear moments that teach us where it is that we’re holding back. They teach us to perk up and lean in when we feel we’d rather collapse and back away. They’re like messengers that show us, with terrifying clarity, exactly where we’re stuck. This very moment is the perfect teacher, and, lucky for us, it’s with us wherever we are.” Pema Chödrön