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SMEs and Employee Engagement Surveys

Is anything useful from Employee Engagement Information for Small New Zealand Businesses – No, but Yes!

According to the NZ Department of Statistics, as at 30 September 2015, New Zealand had a population of 4,622,200 and 2,347,000 total employed in 502,170 enterprises. But there were only 2,260 enterprises with 100 or more employees at February 2015 with 48% of all NZ employees working for these enterprises.

Dept of Statistics Information Dec 2015

 

The vast majority of NZ enterprises with staff had either no paid employees (over 70 %) or 1-5 employees (20%). In small organisations this translates into situations where the owner is the most likely the manager and there is a real possibility that other family members are also directly involved in the business.

No – I am not suggesting that the small NZ businesses would benefits from an employee engagement survey – it is not practical, cost effective, etc.

But Yes – there are a few gems that these owners / manager should take on board. For example, a recent post by Mark C. Crowley, Speaker, Leadership Change Agent & Consultant; Author of “Lead From The Heart” titled “Engagement Largely Comes Down To Whether People Have A Manager Who Cares About Them, Grows Them And Appreciates Them” emphasises that “there’s simply no question that managers are one of the top root causes of low and flat-lined engagement.”

Why is this useful for a small business owner? The Gallup research indicates that many people in managerial positions are failing for one of two reasons. They either lack the skills needed to effectively motivate people to perform, or they lack an understanding of what practices consistently drive workers to become fully engaged. High-performing managers are leaders who not only engage their teams, but who consistently drive high productivity, service levels, retention and profit.

Using this insight, even if only employing 1 employee, owners / managers should ask themselves – do they:

  1. Motivate their employees? Are they excellent at challenging themselves and others to improve?
  2. Act assertively? Do they push past obstacles and make tough decisions? There is a significant difference between being assertive and bullying!
  3. Accept accountability? Do they set goals? Do they create processes to help their team deliver on those goals?
  4. Build relationships? Are they naturally good at personalizing how they manage?
  5. Make decisions? Do they have a natural capacity to solve complex issues and plan ahead?

Most will not tick all those boxes. Gallup’s findings indicate that only 20% of the entire population possess all these talents – they’re hard-wired into very few of us.

So, what do you do? If you can, hire managers and supervisors who already have this talent. If you can’t, the good news according to Mark C. Crowley is that for 3 in 10 people a focused training regime can make a difference.

Comment?

Want to discuss, want help to recruit the right person or training, contact Steve@newbyHR.com

 

 

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