In previous blogs, our staffing solution experts have talked about how management needs to keep lines of communications with employees open in tough times.
At The Bagg Group, we can’t emphasize enough how important this is. Our recruitment experts hear daily from A-level talent who are frustrated because their employers are not sharing information and keeping them in the loop.
An interesting study from the US Centre for Work-Life Policy echoes our experiences. This three-month long research project entitled, “Sustaining High Performance in Difficult Times” quantifies the value of talking.
The study showed that loyalty to employers among a group of high-potential employees dropped from 95% in 2007 to 53% in 2008. Trust in their company plummeted from 79% in 2007 to 37% 2008. And engagement, as evidenced by initiative and willingness to go the extra mile, decreased from 91% 2007 to 71% 2008. The authors of the study have gone on record to say that over the course of 2009, things have only gotten worse.
More details on the study can be found in the Business Week special report on The Real Effects of Workplace Anxiety.
The study offers the same easy-to-implement tips The Bagg Group gives its clients. Hiring authorities with top employers in the GTA use these techniques to promote best workplace and staffing practices:
Managers who don’t have information to impart should share that fact with staff and reassure employees that they will pass on news whenever they receive it. Employees appreciate the good intention and the honesty.
It’s especially important for managers to have an open-door policy in uncertain times. And to circulate in the office. The research shows visibility and accessibility make a difference to morale.
At The Bagg Group, we have always believed in giving back to the community. And we know employees feel pride when their companies put important causes front and centre. It’s no surprise that the study found that integrating volunteer projects into office life is a great way to strengthen bonding and perspective.
Finally, managers should work with employees on ensuring they have a balanced workload. Prioritizing tasks, training employees to take on new challenging responsibilities, hiring temporary workers to relieve staff of time-consuming tasks or employing contract workers to kick-start projects are found to strengthen loyalty and engagement.