If you have read any material on organizational productivity, or the employee's performance during the past seven years, and chances are good that you came across the concept of employee engagement. Employee engagement is the first proven method to translate the ideas and perceptions of employees in measurable indicator or a leading indicator can predict employee productivity, customer satisfaction, and retain the best performance, and more. During the difficult macro-economic times, and achieve and maintain employee engagement significant challenges that your business can not afford to be delayed until "better times."
It is important to understand some facts about the current economic challenge:
- There were 14 cases of panic the market over the last 150 years.
- Although the market in 1929 fell more than 75% of the top to the bottom in May 1932, over the next five years, the market rose 367% !!!!
- Most of the recessions in the market continues to 15 months - an average loss of 36%.
- Most market bottoms side pass for 5 to 10 months.
- average market expand to an approximate of 68 months and is growing at 176%.
employees need answers about 401K assets now ! The
employee participation is traditionally the field of human resources, training, or development of the organization. However, as employees are forced to deal with the worst recession since the Depression, a proactive approach to educate employees on how to take advantage of this "panic" will go a long way to keeping your employees work. This is where you can be independent investment adviser external recorder played an important role in maintaining your employees work. This short article provides a simple scheme for staff involvement and suggests how you can partner with an expert to ensure yourself that what benefits specialists can effectively help in stabilizing and, in fact, increase the participation of employees on their retirement concerns.
What Do You Need to Know About Post ?
understand what needs to be done starts with understanding a little more about the clash. Although it is outside the scope of this paper to provide all aspects of employee participation, and there are a few things about the participation of employees that need to know the following:
(1 ). What is employee engagement? Post staff is the level of employee emotional attachment positive, neutral or negative, her / his institution and its objectives, Director, position, and coworkers / peers. Is the degree of advocacy, pride, loyalty felt by and displayed through the behavior of the employee.
(2). Why should I care? To organization, and the value of lay involvement as an indicator of behavior in the future and effort estimates. When measured properly, and provides statistical engaging way to maximize the return on human capital. Increase the participation of employees enables the leaders to increase the economic contribution and improve business performance while enhancing the quality of work life! In a world of changing markets and excessive intellectual work that is difficult to measure, and employee participation is a fundamental management tool and direct responsibility for leadership. Organization that post master's staff has a fundamental and sustainable competitive advantage over its competitors that do not.
(3). What is the feasibility study for the employee Post? Very committed staff perform at the highest levels, and deal with problems better, and respond to change and better, and flexible staff who are committed to cut more cognitively. And most importantly, to serve the customer and organizations facing staff and higher engagement are better at creating and maintaining strong relationships with customers. In summary, increased commitment usually means greater business results. Specific studies have shown that high levels as a result of engaging in:
- higher than the average per capita productivity, learning and innovation application
- greater loyalty (stay with the company is one of the least staff work)
- staff more lively and enthusiastic, making them more productive in the group's efforts and makes it fun to work with
- ownership of the largest in the solution enterprise customers problems [1945004high] quality discretionary effort with a longer duration and intensity more positive than less staff than working completely the other
- economic contributions of employees of the business that are constantly employed costs exceed
put your head in the sand is not the best option at this stage. You will become more knowledgeable and proactive give the employee a sense of confidence and trust my parents are being taken care of.
(4). How to engage employees is measured? As management tool, and measures the degree of participation of the individual in advocacy, loyalty, commitment, pride, and more, to the organization and its goals. And it calculates the measure in favor of the participation of employee responses collected through survey questions. Although the various survey companies have different models of attraction and use different questions, in general, between 4 and 12 study elements provide the required results to calculate the level of participation or as a result. Important results can be sliced and diced in different ways in order to determine the organizational level and at the level of business unit strategy, and at the unit level, and other levels, including the results of the different demographics. And also the results can be compared externally depending on the companies' standard database. " Results industry, regional and results, country results, the other sub-groups can further enhance the value to compare and work planning.
will be easy to measure the impact on your 401K participants. Are they actually put more money in the market? Are they really buy low? They sleep better at night?
What Drives Employee Engagement?
Theparticipation to understand the psychological components of motivation and performance at work. Increased participation starts affecting one or more of the things that caused the clash. In the most simple design, and participation is a combination of:
(1). Employee sense of safety and security of - We all have a strong need to feel physically and emotionally safe and secure in our environment both at present and in the future. This need extends to our family and our friends, our society, and so is the leadership survival instinct present in all people. We often use the word "trust" to describe the state of being safe and secure with others.
(2). The employee a sense of belonging - for humans and naturally social (tribal) and there is a strong need to be identified or associated with a group that we find desirable or enhances the important thing for us. Identify with, ranging groups as wide as business organizations, religious groups and social organizations, ethnic groups and cultural groups and more as a means for "ground" ourselves to a set of values, actions, thoughts and behaviors that we find attractive or desirable.
(3). Employee sense of importance - we all have a deep need to feel important, good, smart, unique, special, or different in a way that separates us from the others. This makes us feel that our lives and contributions have a goal and meaning, and that we have or will make a difference in some way in this world.
all the concepts that were very considered "sensitive, feely" emerge as the necessary administrative tool. By modifying a single management approach at the local level and change the structures and systems at the organizational level, and participation can be increased, leading to enhanced performance results (with some delay).
how the external environment affects the post?
in the case of large-scale economic challenges, most everyone who works happy to get a job. Some of the staff who were working before in moderation, you may be quite happy to enjoy their work to become very active. However, for most employees, even those who love what they do, are proud of the organization, and go the extra mile to help the customer, the current recession negatively affect their participation.
is there is simply no doubt that the current recession is affecting employee engagement. Past business cycles have affected only a small number of employees. The current economic downturn has affected almost everyone's sense of security and safety.
even if you have a job, your investments fell. Even if your investments up (which is very unlikely) value of your home constantly, and so even if the work in your organization is relatively stable or grow and affect the "doom and gloom" critics daily cable and staff who know a friend or a family member or neighbor who may lost jobs mean that your employees are suffering from anxiety and stress, which affects their productivity.
Why should employers do?
Typically, activities and initiatives that aim to raise the level of participation of the staff have been targeted mainly at strengthening the feeling on the staff of belonging (for example, team- building, inclusion, etc.) or a feeling of significance (eg, communications , bonuses, incentives, training, special projects, job rotation, etc.). This traditional interventions are still important. However, when they feel anxious most basic things your employees, these activities do little to temporarily "relieve" anxiety.
should ensure that the function of everyone is safe? of course not! Instead, as Specialist subsidy, you can take an active role to stabilize the employee a sense of safety and security on the financial concerns. You can do this by bringing in unbiased independent consultant, registered investment to help you focus on a mix of effective communication, training, training, and advice!
The following four procedures that human resources and / or financial manager can take to make a difference during this global slowdown:
(1). Positive reporting
when positive financial information that is relevant to the present staff, officially shared, often, and completely. This could include the financial statements of companies, (for example, revenue, sales, cost of sales, etc.), industry or sector data (such as analysts' reports, and a decrease in material / commodity costs), state or regional data (such as a decline in State unemployment rate), and national data, (for example, the rate of inflation and consumer) confidence and, as appropriate, international data (for example, an increase in the GDP in India if you sell in India). If your organization's administrators plan change, communicate the information a positive result. 12-20 choose the relevant communication and economic statistics for positive change at least monthly useful.
Can you guess how very emotional when your employees think about 401K assets dropping perhaps 30 to 50%? You can get a tremendous amount of loyalty and trust by reducing your employee concerns through education and advice on what to do in this market decline.
(2). Communication perspective
regardless of the size and complexity of your organization, and share the collective thoughts of the team's senior management on the current crisis. When do you expect sales to change? What about profits / margins? What inflation model do you support? Or how it will affect the package of incentives your organization? Something as brief as a one-page "modernize the financial weekly" sends every Monday summed up the previous week could shed light on the assumptions and perspectives of your great team. This shows that the team is aware of what is happening in the world, and considered this information as part of their planning process. (Note: Some people do not think this is the case).
individuals will identify with the other employees, and the vast majority of all participants 401K, to know they are not alone, and it really is time to take advantage of the situation - buy low!
(3). Empowerment through training
offersfew financial education organizations or information or basic awareness of the benefits exceed 401K plan. Now is the time to do more! At a minimum, and to work with the director of a plan to provide updates to the company-sponsored benefit plans. Consider providing financial training company take care of the important topics for employees, such as credit card debt reduced, and management of the home budget, and giving priority to the expenses and take purchasing decisions, understand the types of investment, how to invest, etc. This type of training staff shows that the organization cares sincerely help them get through the downturn, while empowering employees about their financial future and reduce anxiety through knowledge and skills. More importantly, the employment of all star to come in and give "advice" for employees on what to do in this frightening environment.
empower your employees with the knowledge that what we are going through economically at the moment is in fact nothing new. It was different, but the same is still depressed in many ways. Teach them that if you really want to make money, and now is probably the best time in their life to increase your 401K contribution. By understanding this concept will help keep employees focused on the job, the client, or the level of service is not to worry about the market.
(4). Make it personal
This procedure is highly effective in empowering employees, and the reduction of fear, and create a path forward. On company time, it provides financial review Profile voluntary and confidential to all interested employees in the process. With an external partner or to provide those comments the company a personal financial advisor and when it is available, the use of foreign company for continuous phone or online training resources.
conclusion
upon the arrival of the bad economic times, and there is a direct impact on more than just the bottom line. Employees can easily lose confidence in the leadership and confidence in the future of the organization. The leaders must show these times an opportunity to reduce financial anxiety employee and enable employees with their financial future through knowledge reap the benefits in the short and long term. These companies have a greater commitment and effort of the staff, both in good and bad times.
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