As an employer, your team are without doubt integral to the smooth running of your business. But did you know, the average cost to cover staff sickness is around £600 per day here in the UK.
Staff absenteeism and turnover can be reduced on average by up to 37% when you are aware of what is happening within your workplace. So the question is, how well do you know your workers?
Let’s start by looking at the three types of worker:
Take a look at your workforce and ask yourself, who falls in to which category?
For those who fall in to the not engaged and actively disengaged, what changes can be made to help re-engage them? Are they the right person for the job? Would they be better suited elsewhere in the company or do they simply need a little extra support right now?
I am not suggesting that the employer should befriend every worker. But when we take time to learn a little about those around us, it becomes easier to gain a greater understanding of their lives and what drives them to get out of bed each day.
Society has evolved considerably over the last 10-15 years. We now live at a faster pace. We have technology at our fingertips and are having to learn once more that it is okay to take time for ourselves – and our family and fiends – and switch off before reaching an inevitable burn out.
It is this burnout that can contribute to those workers becoming not engaged or actively disengaged. Perhaps feeling unappreciated and undervalued within the workplace.
When this happens you are potentially looking at replacing workers, which can cost on average up to £30k at a time. This may appear excessive, but when you break it down the amount soon adds up.
Can you afford to replace or wouldn’t it be more beneficial to re-engage.
As we know many companies are having to face making redundancies. Not a decision anyone takes lightly. However, with the changes throughout society, and the world the way it is right now, wouldn’t it be great to be able to give your team the very best opportunities you can?
Some years ago an associate of mine was made redundant and his employer, as part of his redundancy package, offered a coaching session.
The coaching session he received gave him a greater insight into how he really wanted his life to look. How he could achieve certain goals. Furthermore, he now attributes the success of his own company down to his redundancy coaching session.
This is a story that has stayed with me and this is a reason why I believe it would be a great way to say thank you to those who have contributed to your business during their time.
If you would like to learn more about how to include a 2½ hour coaching call for members of your team, please do get in touch.