Workers' Well-Being No Frill
This Just In: Making progress in meaningful work produces employee engagement and reaps economic rewards! OK, this premise has been around for at least fifty years; some of us remember "Theory Y."
But we all have short memories, and somehow buy into the idea that the present-day human condition is unique to our times. Teresa Amabile, a Harvard Business School professor, and her research associate, Steven Kramer, recently surveyed close to 12,000 electronic diary entries of 238 professionals in seven companies. Their findings? As reported in a NYT opinion article on September 4, 2011, "...inner work life has a profound impact on workers' creativity, productivity, commitment and collegiality..."
Rather than trying to get more productivity by applying pressure, managers can increase worker engagement by facilitating accomplishments. That means, busting down obstacles, being helpful, and saying "good effort." Unfortunately, Amabile & Kramer's research found a scarcity of savvy managers --but the one company who had managers who consistently provided worker autonomy, essential resources and a learning environment -- was the only one to have a technological breakthrough during the study period.
In my e-book, "Are Your Star Performers Packing Their Bags? How to Persuade Them to Stay", I offer common signs of disengagement, as well as interventions to keep talent from the tipping point. (www.gettothepointbooks.com)
Still skeptical? If you need to see with your own eyes that more employees than ever have mentally detached from their jobs, do a quick internet search about bad bosses and reasons people leave their jobs. Humbling.
Fall is the true beginning of the business year -- a great time for a little reflection, followed by action. Don't wait for a New Year's resolution to start getting your talent back in the game.
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