Setting aside all the debate over Brexit, the harsh facts are that only 12.5% of employees are positively engaged in their work compared to an average for the world’s leading organizations of 70%. At the same time, most businesses will accept that talent is being lost at a far faster speed than they desire.
These issues need to be – and can be – changed with a more active approach towards human capital. There is little point following methodologies that have both struggled and failed over the last ten to twenty years. The stats coming out from research really cannot be much worse than they are, so the need to change the status quo and create a new dynamic. This is not about increased cost, as the savings and increased income generation from improvements in productivity far outweigh cost implications which are relatively minor. It is more about doing simple things very well and better. It does need its own strategy and focus – and strategy that covers more areas than just HR. It need to cover how the company behaves and interacts with the wider community and world; how food plays a role in business: how anxiety, pressure and loneliness is managed, how skills and knowledge are developed, how effective internal comms are, how AI is embraced and balanced with the human need, and how leadership teams interact with their own people. Get the strategy right for all this and productivity will improve as well retention.
Of course there will be those that say that this already being done or that it is simple to implement – but of course it is not. Doing the simple often requires greater understanding and thought than the more complex. So many L&D teams say that their strategies and yet boards all across the country are asking – where are the next generation of leader coming from?
There is new psychology emerging with the new generations which is often at odds with the ways of previous eras. There needs to be a culture that embraces and brings together both. This needs to be understood.
Many are struggling with anxiety in work and this too needs a strategy as it is directly impacting on performance and result. An average 35.6 days per year is being lost per employee through sickness and presenteeism. This equates to 1.5 months.
It is time that we start developing real strategies that combat genuine, real problems and work to ensure that business cultures are strong and support the process of delivering strong performance. It is surely logical that:
- If we accept that only 12.5% of employees are positively engaged that this needs to be improved to at least 50%.
- If 35.6 days are being lost, that this needs to be reduced by at least 40%
- That is over 60% of people are struggling with anxiety which they believe affects their performance, that this too needs to be combated
- That is the average young talent will only stay with a company for between 1.8-2 years then this can only erode knowledge and confidence – this too needs improving.
It can be done. The landscape can be changed.
We have brought together a group of over 35 industry experts that bring great insight and understanding into how this issue can be combated.