Employee Engagement has been highlighted in recent years as a key part to boosting workplace productivity. But increasingly Employee Passion is being touted as a more significant influence on a business’s bottom line. In fact, getting it right can deliver even greater results.
Research has continually revealed a fall in engagement in the workplace. In 2018, Gallup reported that 66% of US workers were disengaged, of which 13% were actively disengaged. Just 34% were described as engaged. Globally, Gallup’s research shows that 85% of workers are disengaged or actively disengaged at work.
The cost to businesses is already estimated to make a genuine difference to a business’s bottom line. In Australia and New Zealand, the cost is calculated at AU$70 billion annually. In terms of productivity, it’s estimated that businesses with the highest rates of employee engagement are 17% more productive.
According to a 2014 Deloitte survey, almost 88% of US workers are unable to work to their fullest potential because they felt no passion for their job, creating a ‘Passion Gap’.
What Is A Passionate Worker
Having employees who are passionate about their job is clearly a good thing. This is because passionate workers are more fully committed to their day’s work. Also referred to as Explorers, these personnel invest genuine effort in their work, seeking to achieve the end result they are tasked with and, in doing so, driving key aspects like creativity, innovation and their own performance forward.
Passionate employees have 3 key attributes:
- Commitment to their domain – which means a commitment to making a significant impact in their job
- A Questing disposition – which means they actively pursue new challenges so they can grow their own skills and abilities
- A Connecting disposition – which means a willingness to build relationships with colleagues and clients, developing trust with those who can improve them in their jobs
In comparison, employees who are not passionate stagnate, at best. They are present but complete the minimum required amount of work to simply keep their jobs. They are less likely to contribute solutions and more likely to leave during difficult periods. In that respect, they are a greater drain on resources and have a negative effect on productivity.
How To Develop Employee Passion
- Promote A Growth Mindset
- Provide Autonomy
- Provide Access To Resources
Employees like to know that they are making progress in their careers, but they also need to feel free to experiment and explore possibilities that will see them progress. This means removing the pressure that usually accompanies innovation – namely, do not fail! This one caveat can be a killer of any desire to challenge the way things are done, and in doing so employee passion.
No employee likes to feel someone is looking over their shoulder. So, to promote employ passion, the employee needs to be promised the freedom to get on with things without fear of over-supervision. This means avoiding micro-managing a project, and while it can be difficult for a company to accept, the return from such faith can make it worthwhile
A key aspect to developing Employee Passion is encouraging employees to learn more and grow their skills. This means providing easy access to company resources, not least the experience of other staff members. Initiate a mentoring system, provide funds for study courses, send employees to conferences to develop their networks, and show that the company is happy to invest in the employee’s growth. Most importantly, give employees the time to learn.
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