Yesterday’s Musing featured an idea about Employee Engagement that reached a downright thermonuclear level of badness. Want some proof? The word “hypnotist” was involved. Enough said.
So I thought it would be a good idea to nudge things a few centimeters in a more positive direction by pointing you to an article that appeared in business2community.com. Here’s a sample:
Trust is arguably the most important factor in any healthy relationship, including the relationship between employees and leaders. If either side does not trust the other, performance suffers.
Unfortunately, trust is often taken for granted by today’s leaders. A recent study from Interaction Associates found that while employees say trust is critical to their effectiveness, more than half of them don’t trust their boss or senior leadership teams. The same report found that only one third of workers say they feel safe communicating with leaders, indicating a lack of trust in employees as well.
A lack of trust stifles any chance of employee empowerment, creativity, and innovation. But organizations where trust thrives have seen countless benefits. In fact, according to Gallup, organizations with above-average levels of employee engagement reap 147 percent higher earnings per share.
Certainly nothing startling here. All pretty basic. But reminding ourselves of the basics from time to time isn’t such a bad idea. In fact, it’s essential to our ability to stay focused on what really matters and not be distracted by whatever happens to be the shiny object du jour.