A 2005 study by global consultants, Towers Perrin,  found that while many people want to contribute more at work, the behavior of their managers and culture of their organizations are actively discouraging them from doing so. The study, the largest of its kind, was carried out among more than 85,000 people working for large and midsize companies in 16 countries on four continents. They found that 55% of US employees are passively looking for new jobs. This means they are not engaged at work and are vulnerable to other offers.
It shows that there is a vast reserve of untapped “employee performance potential” that could drive better financial results if only companies could tap into this reserve.
Health Care Workers Do Not Have Confidence in Senior Management
In their survey of 5,424 employees in U.S. health care, Towers Perrin found most disturbingly for health care institutions, that health care workers do not have confidence in senior management. Only 43% say that senior management is sincerely interested in employee well-being, the number one driver of health care employee engagement. What’s more, 37% say that senior management sees them as just another part of the organization to be managed, and 15% say that senior management treats them as if they don’t matter. Further, only 40% believe senior management communicates honestly and openly.
So what can be done? Is this a crisis? Businesses are not tapping into the potential of their workforce because the top down leadership style is depleting the energy of those they lead. People who are not happy do not perform well, are not productive and do not provide good customer service. Leaders need to take a look at themselves and discover how they can give up their own egos and lead with trust and honor instead of pressure to perform.
