Business & Tech
Library Round Table: Building an Engaged Work Force
As a result of a struggling economy and high unemployment rate, many organizations have shifted their focus from hiring new employees to promoting internally.
Editor's note: The Library Round Table features several guest columnists from the Northfield Public Library. This piece is from Jamie Stanley, reference librarian.
As a result of a struggling economy and high unemployment rate, many organizations have shifted their focus from hiring new employees to promoting internally. Employers can take steps to retain quality employees by finding out what employees want and enabling them to earn it. There is no one-size-fits all motivator for employees, and therefore managers need to connect with each staff member to learn about them on an individual level. The Bailey Group, a Minneapolis-based consultancy business that specializes in working with human resources management, has developed an assessment tool called The Bailey Employee Engagement Survey; they use this survey with clients to identify the highest-impact actions necessary for an organization to build a more committed and high-performing workforce.
According to Martha Carlson of The Bailey Group (http://www.thebaileygroup.com) there are nine principles to creating an engaged workforce. These principles are conveyed in the form of questions on the survey and are as follows:
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Trust in senior leadership: Do leaders within the organization need to demonstrate positive behaviors such as authenticity, communication, presence and honesty?
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A solid manager relationship: Managers within the organization need to relate to employees in an open and positive manner. Do managers know their employees and take an active interest in them?
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Discretionary effort is required: Do all employees understand that extra effort is required to accomplish a task or be successful in their jobs?
Utilization of strengths and talents: Do employees feel encouraged to explore and use their unique talents and strengths at work?
Development opportunities: Employees need to know that there are opportunities to learn and grow within their organization. Do staff members know that those opportunities are supported by management?
Pride in organization: Employee pride in their place of work is important. Are employees able to recommend their organization as a good place to work?
Connection to the organization’s success: Do employees understand that their contributions within their organization are important to its success? Do they share a commitment to the purpose and strategy of their employer?
Job satisfaction: Do employees like the jobs they do?
Co-worker relationships: Are employees trust and feel connected to the co-workers they work with daily?
*The information in this article is excerpted from Minnesota Business, March 2012 issue. The Northfield Public Library subscribes to this monthly publication which is located in the Periodicals Room on the second floor of the library.
Thanks to Martha Carlson of The Bailey Group for permission to include the above information.
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