A company’s largest financial investment is typically its employees. Harvard Business Review declares your greatest asset is how you empower those employees with core business practices to work together towards group goals and overcome collaboration challenges. An engaged workforce is critical to maximizing financial gains.
But there’s a huge problem facing the business world today, especially in these increasingly stressful and volatile times. Let’s look deeper in order to understand how you can help your clients with the solution.
This past year, Gallup found that approximately seven out of ten American workers are either “not engaged” or “actively disengaged” in their work. This means that emotionally disconnected people populate our workplaces and are far less likely to be productive. In this document by Gallup titled U.S. Employee Engagement Needs a Rebound in 2023, they report that in 2022, “32% of full- and part-time employees working for organizations are now engaged.” Gallup’s findings mean that 68% of the workforce currently experiences a loss of real potential. They also showed that there was a decrease of six percentage points in the proportion of employees who expressed being highly satisfied with their organization as a workplace.
According to their research, they attributed the engagement elements that declined the most to a lack of clarity in expectations, and not having the opportunities to learn, grow, or the chance to do what they do best. Also contributing to the disengagement was that employees felt they were not cared about at work.
This is a symptom of people being frustrated with jobs, partnerships, or with teams they don’t feel successful with. Between things like employee departure and disengagement, employees’ stagnating levels of engagement costs up to $7.8 trillion in lost productivity worldwide.
Can you imagine a workforce that could be 68% more productive, and what that would do – not only for company culture – but also the bottom line of your business? The solution according to Gallup is to create an organizational culture where those values guide business decisions and, “they equipped their managers with the skills and tools to have ongoing meaningful conversations with employees.”
The good news is this: Although the overall employee engagement rate in the United States was only 32% in 2022, some organizations have achieved more than double this percentage.
Key Takeaway: Employee Engagement in the workplace is indispensable for success, and using BG5 for team engineering can result in enhanced inventiveness, novelty, and teamwork. With proper BG5 management techniques, businesses can benefit greatly from encouraging methods like BG5BI teaches to dramatically improve employee engagement.
Where Does Your Organization (Company) Measure Up in Employee Engagement?
By taking appropriate action before you notice a significant drop in your employee engagement and job satisfaction you hold an essential key to creating a work environment that is not only successful, but also a place where the culture is one that employees can be proud to be part of.
Using BG5 methodology is a smart strategy that addresses a solution-oriented approach. BG5 is the world’s only objective assessment tool that lets you look inside a person’s makeup to determine:
The results of implementing BG5 solutions and strategies for the problem of employee disengagement are:
BG5BI offers cutting-edge instruction in Business Consulting and Coaching for its precise accuracy and is the only completely objective assessment tool in the world.
Decades ago, people would resort to business coaching as a last-ditch effort before the firing or career change process. Today, companies of all sizes use internal or external coaches to implement organizational and leadership development tools. Coaching is not only an accepted strategy for the top Fortune 500 companies’ C-level executives (CEO, COO, CFO), it’s for any manager or team leader. Coaching also has measurable benefits for entrepreneurs and employees in any company.
Whether operating a small family-run business to a mid-size firm, decision-makers of any level – from the business owner to their management team, to entry level employees – all can experience the value of BG5 career and business consulting and coaching.
With BG5, there are no long surveys that pigeonhole people based on subjective opinions and cookie-cutter frameworks. No other business tool gives such a complete picture of the individual, much less all the factors of each specific individual’s interaction with one another or in small to large groups.
How BG5 Helps Solve the Biggest Employee Questions:
There are four parts to a business problem’s solution. Each is equally important to the efficacy of the solution and its implementation.
The What: An analytical assessment of the problem and its potential solution. The What is something CEOs and leaders will have a good grasp of. Their significant amount of education and proficiency in their field, as well as familiarity with big-picture issues facing their industry and organization, gives them this advantage.
The Why: 70% of the world is under immense mental pressure to solve the Why of things in life. Through conversations with its people, most CEOs and leaders have a sense of the why's surrounding the challenges in their business. Collaboration determines our material success, allowing us to discover the truth of why a problem exists. Each business problem’s source or the Why can trace back to a lack of one or more of twelve essential business skills – at the core of the reason why seven out of ten businesses fail.
Key Takeaway: “20% of small businesses fail in their first year, 30% of small businesses fail in their second year, and 50% of small businesses fail after five years in business. Finally, 70% of small business owners fail in their tenth year in business.”
The Why is where BG5 can come in with a business analysis of the organization’s people to show where there are “skill gaps” in the team. Gaps point to why the team is not representing critical skills and therefore underperforming. When there are gaps, it causes a drain on the business finances and ultimately can lead to the demise of the firm.
The How: is how you get things done to solve the problem. This How tends to be industry-specific; something certain people with particular skills have the experience or know how to get done.
The Who: is critical to the implementation of the answer. A BG5 analysis produces the Who of the executive, team leader, manager, and high performer, all the way to who should be the next hire. It can also describe how team members impact each other at a level of detail that points to the source of conflicts and misunderstandings like no other tool in the world can, leading to insights on how to resolve them.
BG5 shows us who we are here to be for ourselves and each other. BG5 provides a map detailing our group dynamics, as well as the way to level up our performance. Using this knowledge leads not just to success, but to the fulfillment of our purpose as well. Though MBAs may have had education touching on who they are as a leader, often there are blind spots in their assessment of themselves and their people; particularly in how to get the most out of their people. The Who covers how people relate, how they can be mobilized and motivated, and how they interact and assimilate information for moving the business forward in the most efficient way.
The Who is where BG5 consultants can dive deep into being able to help recognize the strengths, talents, and gifts of each other. Recognizing everyone’s personal interaction style, and the interpersonal dynamics at work, a BG5 consultant can immediately point out the potential hot spots in employee interactions. The BG5 consultant can coach the leaders directly on who the best candidate is for the job, how to get the most out of their people and guide team members on how they can maximize individual strengths, characteristics, and qualities to their best advantage for themselves and the company they are a part of.
Gallup's 2022 Exceptional Workplace Award winners averaged 70% employee engagement even during highly disruptive times. “They maintained this level of engagement by using their organizational culture and values to guide business decisions, embracing flexible and hybrid work, while maintaining strong connections between managers and employees - keeping performance, collaboration, employee wellbeing, and the customer at the center of how work gets done. And most importantly, they equipped their managers with the skills and tools to have ongoing meaningful conversations with employees.” Gallup’s U.S. Employee Engagement Needs a Rebound in 2023.
A BG5 Consultant can engineer and educate people on how to work best together as a cohesive group to increase organizational performance. Knowing where to capitalize on individual strengths and shadows, as well as how best to interact with others helps create a culture of correct engagement and encourages everyone to reach their highest performance levels.
Key Takeaway: BG5 Business and Career Consulting takes coaching to a whole new level. As the world’s most advanced people assessment tool, BG5 accurately helps business solve their toughest problems of employee engagement – resolving our most pressing people issues of why and who to boost fulfillment and productivity.
Do you want to know how best to advise your business coaching clients? Perhaps you’re interested in providing the service of analyzing working teams or partnerships for maximum work efficiency and enjoyment? BG5 has a cutting-edge training program so that you can perform the most accurate Individual Career Analysis, Partnership, or Team Analysis for your clients that get them results. Experience the transformational power of BG5 to positively impact your bottom line today.
Unlock your 5 Success Secrets of your Hidden Potential and join our next BG5 Foundation course to learn about your personal operating style now.
Footnotes:
1. Harvard Business Review; People Are Not Your Greatest Asset
2. Gallup’s U.S. Employee Engagement Needs a Rebound in 2023
3. The World's $7.8 Trillion Workplace Problem
4. What Percentage of Small Businesses Fail? (And Other Need-to-Know Stats)
