Do you have trust in your company?

96% of engaged employees trust their leaders vs
46% of the disengaged employees trust their leaders

I was reading an article this past weekend where it refers to a Gallup poll that estimates that 71 percent of employees are not “engaged” on the job. This result tells me that employees have lost their motivation to give 100%. Disengaged employees believe that their time and energy is being wasted on others and they're working to fulfill the goals and dreams of others and not theirs.

It is no longer about the shareholder ROI but it is all about me, the employee. It is time for the employee to get motivated. Motivation is internal and we have to create a work environment that allows the employee to be motivated to take an action that will demonstrate his or her “all” and insure that the employer gets the ROI.

Employers and employees both have expectations, yet rarely are they on the same page.

What is a Leader's Primary Role?

When will the current leaders realize that their primary role and responsibility is to develop their people?  In other words,  developing the future leaders of the company should be the one skill set that carries the most weight with any performance evaluation.  For a People Development process to succeed, it must be totally supported by the Board of Directors and Senior Leadership Team.

The key to any succession planning process or high potential development tract is the fact that all involved have a complete understanding of the design for the outcome.  The goal should be a stable of future leaders that can assume a more advanced role if needed to do so tomorrow. With warmer weather around the corner a great example is Baseball Season starting; it is similar to creating all-star utility infielders.  Multi-positional players that have the talent to assume any position when needed.  That's the design of the final three positions on any major league team.