Page 125 - Peerless Performance Travelers Proposal

THOUGHT LEADERSHIP
How to Create a Workplace
Environment of Trust with Purpose
MOTIVATE MAGAZINE – BY TINA WEEDE
In today’s competitive environment, the goal should be
to develop and retain high performing and high potential associates who are empowered, enthusiastic and loyal. Obviously, this doesn’t just happen! And, it is not happening, based on the Aon Hewitt 2017 Trends in Global Employee Engagement study that shows that employee engagement is on the decrease.
We all agree that employee engagement is critical to business growth, especially when you consider alarming facts about the impact of disengagement on a company’s bottom line. Globally, disengagement costs companies hundreds of billions of dollars per year.
Employees with lower engagement are four times more likely
to leave their jobs, and highly engaged employees are 87%
less likely to leave their companies. Gallup research shows that direct replacement costs can reach as high as 50% to 60% of an employee’s annual salary, and total costs associated with turnover range from 90% to 200% of annual salary. This is a return on investment that is easy to model, but too often overlooked.
Consider this: You have a high performing, high potential associate who is well trained and understands your go-to-market strategies and products and services, as well as those of your clients. This individual has the potential, ability and aspiration for leadership and are valuable assets to your company. But if the associate does not like you or trust you and is not engaged with your business or brand, you risk the high costs of losing that person to your competition.
People work with people they like and trust
If you still have the mindset that employees should automatically respect their leaders, you’re wrong. A leader is only as good
as a team’s desire to be led. People work with people they like and trust. If we do not embrace this, we risk losing the trust and respect of our associates and outright losing our high-performing associates. People want to work with leaders who put service above self and create the trust and loyalty of those they lead.
Try this exercise, which provides a solid visual for Servant Leadership. Take your organization chart and turn it upside down. Now this is a true picture of an organization that embraces Servant Leadership.
CUSTOMERS
CUSTOMER-FACING ROLES /FRONTLINE EMPLOYEES
SUPERVISOR /FRONTLINE MANAGER
LINE OF BUSINESS LEADERSHIP
LEADERSHIP TEAM
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