Long-time neglected or even worse not even taken into account at all, employee wellbeing is becoming one of the main concerns for Swiss companies nowadays. Many companies are facing employee disengagement: a reality that has a huge impact on their economic development.
Swiss companies face the disengagement of their employees
Back in time employees were considered as pure human resources. The employee received a compensation defined by a contract for a fixed task, no more and no less. Employee involvement and creativity were not considered at all and as such the risk of employee disengagement wasn’t considered either: employees are less motivated, less productive, less loyal to the company…
Happily, in 2016, the state of mind and motivation of employees is finally being considered to be just as important to contribute to the good health and the success of a company.
A happy employee is far more productive, creative and loyal
Still not enough engaged employees in Switzerland
Although awareness is rising and becoming more important, the figures from last Gallup’s report http://www.gallup.com/services/176735/state-global-workplace.aspx clearly show that as a matter of fact, employee disengagement is still a major issue for the Swiss economy:
- Only 16% of employees seemed committed;
- 76% were considered as uncommitted;
- And, 8% were actively uncommitted.
An extremely high number of employees went to work without a smile on their face. A lot went to work to simply “show up”, whilst others have that ugly feeling in their stomach just by going through the doors at work…
There is still a long way to go, but Swibeco is here to help! The time to make a transition towards more engagement is here.
Happy employees mean better performing companies
The commitment of an employee does not simply mean the motivation that comes from being paid to do a job. It is also shown through emotional involvement, the emotional attachment an employee expresses to a brand and the identity of the company. To a committed employee, the company becomes part of them. It represents an important part of their life.
Hence, commitment criteria may be different for each employee. It may depend on:
- recognition for their work;
- personal evolution opportunities being offered;
- team spirit at the heart of the company or the department in which they work;
- the feeling of responsibility one is given;
- or, means being made available.
Although it is essential to listen and to take into account the personal aspirations of employees to support individual and collective commitment, trying to meet the 12 criteria defined in the Gallup study could encourage the involvement of employees.
It appears that employee motivation not only depends on salary and advantages, but also on employee accountability and the involvement he is offered in the companies’ projects.
