Through our multiple and varied projects, Ultra clearly sees a direct correlation between successful projects and employee engagement. This assumption seems perfectly rational, as one would imagine the more involved and supportive your employees are, the more likely they are to be aware of the expectations when engaging in the search for a new ERP project. But despite the obvious benefits, it seems companies still need to work on improving this level of engagement.
The Stats Behind Employee Engagement
A study by Gallup called “The State of the American Workplace” found that only 30% of employees in surveyed companies were “engaged” in their company’s business, with 52% “not engaged” and 18% “actively disengaged.” Gallup research has also found that the top 25% of teams (the best managed) versus the bottom 25% in any workplace (the worst managed) have nearly 50% fewer accidents and have 41% fewer quality defects.
What Exactly Is Employee Engagement?
Maybe we can get a clearer picture as to how to make this initiative better if we clearly define employee engagement. At Ultra we believe employee engagement can be reflected in a variety of ways. One way is through a certain drive and commitment to an organization. Those who are completely engaged have a “want to” versus “have to” mentality, and typically operate based on principle rather than an arbitrary set of rules. Those who are engaged in their company make the effort to get an ERP education on its current projects.
In an even larger sense, employees who are fully engaged in their company view their duties as a means to a company-wide end instead of seeing one’s tasks as simply a personal job or responsibility. When employees are fully engaged, they become key players in their company, people who really make an impact instead of simply observing what’s going on around them.
Company Structure Makes a Huge Impact on the Facilitation of Morale
While each employee has direct control over their own actions, an IT team in a company’s structure directly affects the level of employee engagement. It is extremely common for companies that tend to be more hierarchical with command-and-control management to have less engagement – collaborative structures always facilitate better employee engagement. Typically when people know they have an impact, they strive to be better and aid in achieving the overall goal.
Employee engagement is so important because by empowering every individual and ensuring their full participation in the business, innovation will increase, productivity will rise, and the enterprise will become more efficient. There are a few distinct ways to get on track with a better engagement level. It is essential that management set a clear vision, clearly articulate an action plan, put a thorough review process in place, and establish accountability for all.
Management and Higher Level Engagement Is Important, Too
A desired result also requires cohesiveness among the management itself. It is essential that all manufacturing executives make the case for change, support that change over time, and enable their employees to succeed with the right structure and policies to encourage engagement and the performance improvements that engagement can bring.
How to Make Your Company Better
Regardless of the size, structure, and function of your company, having a healthy work environment is key. Without a doubt, the most successful ERP projects Ultra has led have been with companies who exhibit many of the qualities listed above. To work with Ultra today to better your company, contact us here.