Tag Archives: shay mcconnon

Surveys Are Not The Only Way To Find Out If Your Employees Are Engaged – GUEST POST on HR Review

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Whether or not are a leader, manager or business owner, you can’t afford not to know if your employees are engaged or not. In 90% of cases, disengagement occurs because of a breakdown in relationships and communication or a feeling of exclusion. 75% of people resign from their jobs because of relationship issues not because of any dissatisfaction with the company (in other words they leave their manager); what Shay McConnon terms ‘unmet’ needs and unskilled, dysfunctional conversations in his book Managing Conflict in the Workplace.….

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What type of leader are you? Fostering successful Employee Engagement

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According to the CIPD, 40% of employees are disengaged in the workplace and, if they do resign, it is generally down to an individual rather than the organisation as a whole. According to the CBI, sick days cost the UK economy £13.4bn every year with disengaged employees taking 6.19 days off sick per year compared to an average of only 2.69 amongst engaged employees (source: CBI-AXA (2007), Annual Absence and Labour Turnover Survey). Little wonder then that employee engagement is such a hot topic.

Organisations with high levels of staff engagement have a higher rate of staff retention because engaged staff are 87 percent more likely to stay with the organisation. The cost of hiring and training new personnel is put at an average cost of one year’s salary per new employee. If it can be said that in the vast majority of instances employee disengagement lies with a poor quality relationship with a manager or managers, then the solution can always be sought at that team’s level.

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HR Matters

The art of conversation – fostering a culture for successful employee engagement in the workplace

images (7)The quality of any professional relationship, experience or culture is dependent on conversations: whether or not we have them, their content and the level of skill we choose to deploy during them. Conversations can be separated into two distinct areas: Functional and Reactive. Functional conversations consist of thoughtful, proactive and useful content whilst Reactive conversations are dysfunctional, clumsy and pointless. Regardless of the conversation type, it will cost the business time, energy and resource; Functional in a positive way because it will lead to increased productivity and Reactive in a negative way because it fosters bad feeling, resentment, stress and bad experiences….

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HR Matters