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DEVELOPMENT w Highly engaged employees record 23 % higher profitability than those with low levels of engagement – fact .
w Highly engaged employees are 87 % less likely to leave their organisation ( and we are all aware that staff turnover not only kills profits , it erodes team cohesion and , therefore , results ). Also fact .
In today ’ s competitive job market , it ’ s more important than ever for leaders to focus on employee engagement and retention . It ’ s time to prioritise job satisfaction in the workplace . But the question is : How ?
Well , by focusing on the seven human needs of peak performance , we can help create an engaged workforce where employees feel supported and have higher levels of job satisfaction . Let ’ s break them down …
Wellbeing
1 Physical and mental wellbeing is critical for any peak performing human . If you want high energy , fully focused staff they need access to healthy food , proper healthcare , regular exercise , mental health support and good sleep to use their full potential at work . As a leader or part of the leadership team , you need to help them prioritise their health and wellbeing .
Connection
2 Connection is key to engagement . Studies show that employees that have a best friend at work are seven times more engaged and see 81 % less absenteeism than those who do not feel they have friend like relationships in the workplace . Could you help foster a friendship ?
Clarity and certainty
3 Employees need clarity and certainty to truly understand what is expected of them , what counts as acceptable risk and how they can best succeed in their role . Another added bonus ? Clarity allows for employees to become more engaged in their work .
Significance
4 Significance is crucial as your employees need to feel that their work matters and that they , as individuals , matter . Peak performers want to feel like they ’ re making a difference . Remember , what gets recognised gets repeated , so create a culture of catching people doing the ‘ right ’ things .
Challenge
5 There is no growth without an element of challenge . Your employees need to be challenged in a way that balances their skills and abilities . Did you know that it only takes a 4 % challenge to skill ratio to achieve flow state ? And science shows the state of flow results in a 500 % increase in productivity !
Future vision
6 When we run out of hope , we run out of drive . Start with why , and develop a bold future vision for the company backed with an inspiring purpose and mission . Leaders should enroll employees in the bigger picture then show them how their work contributes to the goal . This will , in turn , motivate them to give their best to help achieve it .
Happiness
7 One of the most crucial human needs for peak performance employees is happiness . Happy employees are productive employees , which ultimately leads to increased profitability . According to a study by the University of Warwick , happy employees are 12 % more productive than their unhappy counterparts . The researchers found that when employees are happy , they ’ re more creative , more motivated and more willing to take on new challenges . And that ’ s not all . The same study found that happy employees take fewer sick days and are less likely to quit their jobs . Happiness is the greatest hack to productivity and profitability – and the way to truly unlock the full potential in each and every employee .
By helping employees to fulfil their needs we can create a work environment where they feel valued , engaged , and motivated to do their best work , creating more productive and profitable teams . S jadegreen . com . au
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This one tip can make all the difference
THE EXPERT
Jade is an internationally recognised speaker , people and culture specialist , and an entrepreneur with a mission to help peopleand planet-conscious businesses unlock the potential in their teams . Jade is an accredited and experienced facilitator who guides businesses through leadership coaching , strategic HR decisions , creating a high flow culture , and developing teams founded in genuine care and connection .
Start having one-on-one meetings focused on connection . Sit with staff and discuss their life . Understand what is chewing up cognitive resources outside of work . What are the stressors preventing them from feeling safe and able to truly be present when they show up for work ? Use these sessions to coach them through achieving both their career and personal goals to unlock their full potential and reap the rewards .
Summer Issue 2024 | Executive PA 63