Around the commitment of the workforce, companies must continually worry. Individual actions have no lasting success. Instead of the human resources department must communicate directly with the management staff.
Programs for staff motivation can quite go in my pants: A U.S. company rewarded just a deaf employee for his good work with an iPod. This was reported in a webinar by the market researcher Aberdeen Group Andrea Dumont of Globoforce, a provider of employee recognition programs.
Sophisticated programs for rewarding good performance for companies are more than luxury, according to Mollie Lombardi, at the Aberdeen Group, a specialist in human resource issues. According to an Aberdeen survey in addition to the economic uncertainty these days, the shrinking of the talent pool for leadership positions is an issue of major concern to executives. Led many to question how they could service providers retain suitably.
Programs, with which the workforce is kept happy, should also pay off economically. So will the Aberdeen Group have found in their survey of 450 companies also means that companies with highly committed employees have more satisfied customers than the average. They can 20 percent of their free occupy key positions internally new, only ten percent of the other company.
To establish commitment among colleagues, according to Lombardi is more necessary than satisfaction with salary, hours of work or activity. Could be described as dedicated employees who understand their role in the company and properly align their actions to the corporate objectives. "With positive cannot reach the course," said Lombardi.
The Andrea Dumont confirmed with reference to the Globoforce project at a U.S. electronics sales company. A recognition program should establish a sense of community in the workforce. Leave from above not prescribe it, she said. "This must be spread among employees at the same level."
Choice for employee of the month there will be little
No lasting success for an employee's commitment to bring Mollie Lombardi According punctual individual measures such as the unique choice for employee of the month. "Successful programs spanning the entire lifecycle of an employee in the company," she said.
This also applied to the construction of a mood image as an attractive employer, the so-called employer branding . Companies, polish up their image with regard to the recruitment of young professional’s blow, too short. “Successful companies provide early and repeatedly that the employees realize what it connects with the company," said Lombardi.
Leaders must inform
If managers cannot prescribe commitment, they have an important role but Lombardi According to this show that a company cares about its employees. The Aberdeen Group is firmly on this point greatly. Where one has a particular interest in dedicated employees, the HR department is not a program, but the CEO. In Aberdeen judged as exemplary corporate contact management with frequent communications to the workforce than in others.
The California software maker Intuit, for example, were within the project spotlight more than 80 percent of employees at least once a year, personally written by the company management. All managers involved in the scheme. A survey showed that employees felt much better informed than before.
The workforce communicate company goals
Should start on the information to the employee at the very first glance banal. Executives should not, for example, need to assume that all employees know the vision and basic goals of the company.
Dumont calculated that even extensive employee programs should not be too expensive . Pharmaceutical manufacturers about Quintiles have set up a program that would appeal to people in locations around the world. Almost every second person got in this context at least once a small distinction. In previous similar programs in the business, only about 13 percent of employees had received commendations.
Quintiles awards since 2300 premiums every month, five times as many as before. Because of the good cost structure of each commendation Programs the company but only half as much as before.
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