We empower manufacturing leaders to cultivate a reliable, productive, and inclusive workforce. Our approach reduces turnover, boosts productivity, and cuts costs, allowing leadership to focus on core tasks.
DID YOU KNOW that employee satisfaction increases significantly the higher up one is on the corporate ladder? WHY IS THAT? In my opinion, more engagement efforts are placed on positions where we deem the stakes are higher - more risks. With more risks comes greater fulfillment, purpose, and benefits. Somehow we've determined that the stakes of frontline and entry level employees aren't as risky. Therefore, our engagement strategies toward the employees on the lower end of the corporate ladder are minimal compared to those in the C-Suite. But what if we were to change it by raising the stakes for frontline and entry level employees. I've come up with 3 things we can do to raise the stakes of our critical employees that could improve employee satisfaction at the bottom of the corporate ladder. #1 - Create, or return to, a stake-holder/Investment system where employees benefit from the profits of the company, similar to the shareholders or adopt a co-op business model. Employees share in the profits, but also the losses. #2 - Empower the employees to participate in critical decisions regarding the mission and direction of the company. #3 - Increase pay to a sustainable wage. These are just a few ideas that could help "raise the stakes" that increases employee satisfaction, purpose, and loyalty. Which of the 3 benefits I suggested do you agree with the most? Or, write in your own suggestions in the comments below. #employeesatisfaction #workplaceculture #leadership
