让员工变得更投入（Let employees become more involved）.docVIP

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让员工变得更投入（Let employees become more involved）.doc

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让员工变得更投入（Let employees become more involved）

让员工变得更投入（Let employees become more involved） Imagine if 1/4 employees in your business are tired of work and only half of them are doing so well, only 25% of them remain enthusiastic about their work. Do you think such a company can survive? What about other companies with similar labor conditions? Sadly, this is a common situation for American companies. Maybe you dont think your company is like this at all, but some experts suggest that you need to keep an eye on it. Several highly respected research and consulting agencies have the similar data, they found that nearly half of the US workforce lazy, complacent. The most important finding is perhaps: in fact, most of these people want to give just the success of the enterprise. But some factors - the lack of communication with direct leaders or the lack of concern for the enterprise - have greatly undermined their morale. This is an untapped potential resource that many managers, managers, and employees are unaware of. This force is slowly eroding the potential of the business. The economy we run is only 30% efficient.. Because many workers do not put their talent all out, the global practice of incentive writer and the Gallup organization staff leader Curt Coffman said. Different employee input levels can make a big difference in performance. Its the most important reward for the boss. Said Charles H. Watts responsible for Consultants Ltd. Boston branch. Identifying gaps in input is the first step in increasing input. But managers and HR experts meet every day in the corporate corridors with smiling, looking employees, who are blinded by the illusion that most employees are doing their best. In fact, most managers dont know the truth at all. Theresa, a professor of human resources at the eePulse research firm and President of CEO and Michigan business school, said. Now, for more and more enterprises, it is not particularly difficult or expensive to explore and improve employee input. A lot of input drivers are rea