What is Your Engagement Level?
By Bob Moore, CMC, MCC, The Effectiveness Coach®

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More than a decade ago, a Gallup study indicated that "actively disengaged" employees— workers who are fundamentally disconnected from their jobs—were costing the U.S. economy between $292 billion and $355 billion a year. Compared to engaged workers, Gallup research consistently showed actively disengaged workers were . . .

• significantly less productive,
• report being less loyal to their companies,
• less satisfied with their personal lives,
• more stressed and insecure about their work.

A June 2010 survey by the Corporate Executive Board, a leading research and advisory services company, found that high-potential employees are increasingly disengaged and seeking new career opportunities.  The survey found 25 percent plan to leave their current employers in the next year compared to 10 percent in 2006.  About one in five (21 percent) identify themselves as “highly disengaged,” a three-fold increase since 2007.

In doing the research for my book, Turning Good People Into Top Talent (2007), I found that top talent exceeds the performance of average workers by at least 25% and in some cases, the differential was 100%.  Translated into results, this means . . .

• Higher productivity
• Greater sales volume
• Better customer service, retention, and loyalty
• Making things happen—getting it done!

To prepare for the economic recovery, it is time for leaders of companies who expect to gain a competitive advantage to get back on a winning strategy.  That strategy must include a focus on growth, innovation and responsiveness which requires top talent to execute. Who is in charge of turning your good people into top talent?  What is being done to optimize their capacity to excel in your current role?  What is the level of commitment to continuous improvement and mastery of the essential skills of their job?

Implement a talent management process that includes assessing everyone in key positions to identify the good people who can become top talent.  Next, determine how their strengths match the requirements of the job. With this “gap analysis” you have the basis for a success plan which will optimize their capacity to achieve the accountabilities of their job.  Contact me to learn about The Talent Management Plus™ process.  Email: This e-mail address is being protected from spambots. You need JavaScript enabled to view it or call 888-669-3923.

Enthusiastically,

Bob

Bob Moore, CMC®, President
Effectiveness, Inc/The Effectiveness Coach®
Aligning Human Capital with Strategic Objectives

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