Low employee engagement is a serious problem. Creating real commitment requires a change of mind
Everyone is talking about involvement and no one is against it. Yet, according to Gallup research bureau, only 12% of Dutch workers are involved in their work. This leads to a bad working atmosphere, lower productivity, safety and quality incidents, and high absenteeism and turnover.
This is why it is high on the agenda at many organisations, but real change is proving difficult. We think that involving employees goes much further than informing them well, offering them a course and occasionally organising a staff party.
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This summer the members of the Business Roundtable came up with a new definition of a company's purpose. In addition to maximising shareholder value, this now has to be: caring for employees, investing in your people and building communities. Thus the CEOs of 180 multinationals, including Apple, Ford, Walmart, Pepsi, Exxon, Mastercard, Amazon, Citigroup and Plek customers KPMG, CBRE & Accenture.
Creating real commitment requires a change of mind, and that starts at the top. Focusing on the employee means switching from extrinsic (salary, lease car, gamification) to intrinsic motivation. So working together to realise commitment, autonomy, mastery and a higher goal (purpose).
We believe that this should be the approach of an intranet or internal communication platform. Not informing but engaging in conversation, not sharing knowledge in itself but broadening horizons, not productivity widgets but building communities, not individual in-service training but social learning. A good way to set this up is by elaborating the employee journey.
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We have already helped almost 250 organisations to think step by step from the employee's point of view. We have a well-thought-out approach to this, which of course focuses on the employees themselves from the outset. And that works, because 97% of our clients stay at Plek year after year. Their employees don't want to go back.