Individual Balanced Scorecard
Why Your Employees Are Not Happy and Engaged; Personal Balanced Scorecard as Roadmap for Employees Happiness and Engagement
Dr. Hubert Rampersad
Lack of engagement is endemic, and is causing large and small organizations all over the world to incur excess costs, under perform on critical tasks, and create widespread customer dissatisfaction. The annual financial loss in the US due to disengagement of managers and employees is about $300B US (Gallup Poll, 2005). Improving organizational performance requires a highly engaged and happy workforce. Research on happiness in the workplace suggests that worker well-being plays a major role in organizational performance and that there is a strong relationship between worker happiness and workplace engagement. Our own research indicates that no organization is free of the issue. But what is being done about it? This article entails some new and unique principles that will help organizations tread the above mentioned problems and the demanding and often frustrating road towards sustained employee engagement improvement and stress reduction. Remember what Charles Handy said: “The companies that survive longest are the ones that work out what they uniquely can give to the world not just through growth or money but their excellence, their respect for others, or their ability to make people happy. Some call those things a soul”.
Copyright ( 2006 The Gallup Organization, Princeton, NJ. All rights reserved. Reprinted with permission. Visit the Gallup Management Journal at http://gmj.gallup.com/
What ever happened to employee engagement?
Lack of engagement is endemic, and is causing large and small organizations all over the world to incur excess costs, under perform on critical tasks, and create widespread customer dissatisfaction.
For example, in the Netherlands it is estimated that what we call mental absence, when the employee’s mind is elsewhere than at work, is costing $30,000 per employee per
Dr. Hubert Rampersad
Lack of engagement is endemic, and is causing large and small organizations all over the world to incur excess costs, under perform on critical tasks, and create widespread customer dissatisfaction. The annual financial loss in the US due to disengagement of managers and employees is about $300B US (Gallup Poll, 2005). Improving organizational performance requires a highly engaged and happy workforce. Research on happiness in the workplace suggests that worker well-being plays a major role in organizational performance and that there is a strong relationship between worker happiness and workplace engagement. Our own research indicates that no organization is free of the issue. But what is being done about it? This article entails some new and unique principles that will help organizations tread the above mentioned problems and the demanding and often frustrating road towards sustained employee engagement improvement and stress reduction. Remember what Charles Handy said: “The companies that survive longest are the ones that work out what they uniquely can give to the world not just through growth or money but their excellence, their respect for others, or their ability to make people happy. Some call those things a soul”.
Copyright ( 2006 The Gallup Organization, Princeton, NJ. All rights reserved. Reprinted with permission. Visit the Gallup Management Journal at http://gmj.gallup.com/
What ever happened to employee engagement?
Lack of engagement is endemic, and is causing large and small organizations all over the world to incur excess costs, under perform on critical tasks, and create widespread customer dissatisfaction.
For example, in the Netherlands it is estimated that what we call mental absence, when the employee’s mind is elsewhere than at work, is costing $30,000 per employee per