62% of Employees lament the lack of Clear and Regular Feedback re: Company Performance VS Goals.
PDTs 2014 State of Employee Engagement Survey reveals widening gulf between employers and their workforce.
“Engagement has to be a leadership-driven initiative from boardroom-level, through management structures to each and every employee,” says company CEO, Cornel van Lingen. “Nothing affects an employee’s engagement as much as his or her direct manager. Engaged leaders cultivate an environment of trust, open communication, teamwork and loyalty – motivating employees to perform to the best of their ability.
Statistically speaking it does seem that the majority of South African companies are failing their employees in this regard.”
One of the key problems is the tools that management uses to communicate with staff.
Communication Methodology Outdated?
Internal communications tend to be unfocussed, non-personal and no longer effective in getting the right message to the right employees, in the right context.
From company newsletters and notice boards, to emails, intranet and physical meetings there are issues that cloud the efficacy of its ability to deliver key messages to staff – at the right time.
“According to our survey the most popular method of communication remains email (at 81%),” says van Lingen. “The main problem, of course, with a general staff email is that you simply have no idea if the email was read and/or if it was fully understood in the first place.”
- Atos Origin research indicates the average employee spends 40% of their working week dealing with emails that add no benefit to the business.
- While 75% of Survey Respondents indicate that they would welcome increased communication of value (even after hours) – it is clear that methodologies used to deliver that communication requires significant improvement.
Incorporating video and other communication technology solutions remove barriers from existing communication procedures – allowing for workplace discussions that are contextually accurate, productive and involved.
“The average South African employee is reasonably happy at work but that satisfaction does not mean they are engaged or performing at optimal levels,” says van Lingen. “The 2014 State of Employee Engagement Survey points to serious lapses in terms of staff involvement, the encouragement of ideas sharing, managers’ proficiency to lead, communicate with teams and drive change, as well as a lack of regular, consistent, feedback on company or team performance against goals.”
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