You are listening to Trinity Employment’s, a player matchmaker Staffing Agency Tulsa podcast starring your host and the cofounder of Trinity Employment Specialists, Cory Minter.
Hi, welcome to the a player matchmaker podcast. I’m here with Ethan May and we are always trying to add value to job seekers and employers. And the title of this particular podcast is, um, five ways to encourage employee engagement. And the reason that this is important we believe is because they’re, you’ll see later in our statistics, there is a remarkable, a remarkably high number of people that are just not engaged in their job and it, and it helps. It really helps them to be more profitable and productive for companies. And for the employee side, we want to be able to help them to be able to engage or gauge whether they’re working for a good employer or not. And so that, that’s what we’re doing here. And that’s, that’s the Todd, that’s the title. And the reason for it. Um, we want to ask you to review this podcast, but share it with other people.
If you know of someone who’s looking for a job or an employer who is trying to hire good employer employees, we want to be a good resource for them. We’re not making any money off this. This is just something to add value to the people that we work with. And so on. On our next episode we’re going to have another topic related primarily towards employees, but we want to go ahead and get started with this. Um, and so Ethan, tell us a little bit about, uh, some statistics about this topic here. Yeah, employee engagement is something that I don’t think it’s something that’s really easily overlooked. I feel like, you know, so much of your focus of your job is just get into your work and go home. Right? And it’s very easy to over overlooked the necessity of employees feeling engaged. Because I mean, in a Gallup poll, it showed that only 32% of employees in the United States feel engaged at work.
I mean that means, I mean more than two thirds of employees nationwide feel disengaged from their coworkers, from their actual work, from their bosses and from their company. And, uh, and that’s, it’s difficult to expect to expect your employees to perform to the best that they can, to be a players if they feel so disengaged from everything that they do. I think it’s something you just got to always be active on to. Well, I mean, listen, right before we were, um, we entered this, Ethan’s like, man, how are you doing? And I was like, cause he’s been working hard. I’ve been away from the office doing a mock interview thing all morning long. And then we have a big luncheon series that trinity puts on another educational piece that we do. And um, I was like, man, I’m exhausted. It’s, man, I’m too. So we’re, we’ve got to get on this radio show.
And I don’t know that I would call myself disengage. There’s probably a difference in being exhausted and disengaged, but either way, you’ve got to be intentional to keep people engaged in, in, uh, their job. Because if anything else, I mean this is just a normal thing. They were just tired. Like we’re, we’ve got a lot going on. Listen, we’re blessed here at Trinity Staffing Agency Tulsa. We have so much work that have come that’s come to us. And so everyone here is really, really working harder. Yeah. Um, this quarter than we then we probably had in the last quarter. And so, you know, we’re just kind of exhausted but trying to keep people engaged when they feel like what we were talking about, you know, it’s, it’s really, really important. Tell us about what some of the greats talk about with this. Yeah, there’s a quote that I really like it cause it’s customer focused.
Every job that I’ve worked has been really customer focused, um, this job don’t want to have before it always. And so I love quotes or topics that really focus on on the customer. But a Stephen Covey once I’m set, always treat your employees exactly as you want them to treat your best customers. And I love that. And you see that very often. We’ve all been, you know, maybe our TV stopped working, you know, or satellite or cell phones or something. We had to call that help desk and we are on hold for 30 minutes. They were having to talk to the person and you can tell that the person you’re talking to hates their job. You can tell, you know what I mean? And so how are they really able to provide awesome service to me if they don’t feel it, their job fulfilled, engaged, appreciated and, and so it’s hard to expect someone to really treat customers just amazingly if they don’t feel that they’re being treated amazingly.
I don’t know. I don’t know if you feel the same way you thin but I get irritated. Like really? Are you talking about this in particular or just in general? No, when I’m, when I’m on the phone with someone and they’re doing customer service and you can just tell that they don’t care. Oh yeah. In fact, I sometimes get the feeling that they are caring. They are spending more time caring less right now than they are about wanting to care about my situation. And man, sometimes I will just get off the phone, go through the doll prompt again just to get somebody else. Well, because it’s, it’s much more efficient. You’ll get your problems. Sure handled. Whereas if you get somebody who just didn’t care me. Yeah. But I mean that I think is a really good Staffing Agency Tulsa example of what Stephen Covey was saying is if you want your business to be represented the best that it can be, then that means your employees need to treat your clients or customers the best that they can.
And the only way they can do that is by you treating them well by you making sure that they’re engaged, feel valued, feel appreciated. The, you know, the biggest cost thing for the managers out there is when you have disengaged employees, most likely they are going to treat your customers kind of the way that I just talked about. And your customers will leave feeling the way that I was talking about. And um, when you think about it, that could cost you millions of dollars if you lost the wrong client for some of the businesses out there. So this, this really is a much bigger topic than what most people think about. Did you have anything else before we moved on? Yeah, I mean we had one more quote by Zig Zigler that I really enjoyed and a, and it simply said, research indicates that workers have three prime needs, interesting work, recognition for doing a good job and being let in on things that are going on in the company.
And those three all line up with that feeling of being engaged, you know, having interesting work where they feel that they can engage in the day to day tasks that they’re doing. Um, recognition for doing a good job that is feeling engaged with the management and with their supervisors, supervisors with their coworkers. And lastly being let in on with the things that are going on in the company. Just knowing where the company stands, knowing where their position stands, all those things really help them feel engaged, valued, appreciated, plugged in. I’ll tell you where, you know, at, at Trinity as a manager, I can promise you that I’m not perfect, but one of the ways I can promise them that you can appreciate that, appreciate that vote of confidence, um, in that, on that topic. Um, but, uh, one of the things that we try to do here at Trinity, one every week we give our employees or report on our profit.
We, they know exactly, um, the numbers. They know how many interviews we had come in. We had when they know how many hires we got, they know what, how much our company made that, uh, that month. And so we’re very, very transparent about that. Um, the, I want to talk just real quickly about keeping people interested. And one of the things that we try to do here at Trinity, and it’s just a, it’s just something that we started it in our tagline we have connecting people and changing lives and what that means in our, all of our staff know that because we talked about it a lot. We’re in the business of genuinely changing other people’s lives for the better. And I don’t want them to get so caught up into this job as a recruiter, oh I’m going to bring people in and get in place, bring people in and get him placed more.
Whereas when you get the concept or the idea into into someone that you are really changing someone’s life and when you think about it, I give them the vision. When you think about it, when people are coming in, a lot of times when they are unemployed or looking for a new position, they are probably fearful, really concerned. They’re not knowing what’s ahead. Really. That’s, that’s one of the biggest fears that you can have is the fear of the unknown. And so we want to one, make them feel comfortable and to utilize our connections to be able to help them change their life for the better. And we’ve done that for years. And when you can understand that concept other rather than bring someone in and get in place, bring someone in and get them, place brings one and get in place. It really changes the way that the end of the day looks like for, for our employees.
And so that’s one of the things that trinity tries to do is just to help them see the bigger vision. But we probably probably Ethan ought to jump into some of our action items and probably, yeah, I did. I did. I bore you with the story. No, no, no, no. All right. So what, uh, we have five ways here to encourage employee engagement. And the very first one is, is don’t skip your onboarding and training. And, um, I, I don’t want to tell a long story, but that’s exactly what I did for the first two or three years of our company. It went horribly. Well, I had, I brought in an a player in, she changed that. She said, never again will I allow you to do this to another employee. Um, I think that she saw that we really cared about them and about the company, but uh, but saw that I was in, the thing was I was just so busy.
I was a one man shop. I didn’t have time. I didn’t feel like I didn’t know how to do it. And a lot of companies skip this process. And what it does is it leaves the, the employee feeling very engaged. Um, and if they don’t, if they don’t know how to handle the responsibilities are, know what, when no what equals winning and no one equals losing. Um, it’s really gonna discourage them as they go on and they’re, they’re just, they’re going to have to figure it out. And most people are just not geared that way. Yeah. And it’s, it’s important as well for them feeling engaged because they need to a know their job. If you skip onboarding and training, I know I’ve interviewed a lot of people that have said, man, I left that job. I, I was never trained. I didn’t really know it was expected of me.
And that puts the employee in a really difficult position. But um, you know, when you, when you got to think about it as well, just when it comes to contentment, a study by s h r m you know, said that that only 28% of employees with no work friends felt that they were really engaged at the company. And, and when you realize that onboarding and training is a really awesome time for them to bond with coworkers, develop a connection to the company and their supervisor, that’s really invaluable time. Just, you know, relationally as well, let alone training. Uh, sherm is such a great resource for us. We’re, we’re a member of sherm and uh, and part of our training is getting ready to get certified bus sherm. That’s great. And they are just a great resource there. Um, uh, the second one is to set company goals and let your employee know what they are.
I can’t tell you how long I’ve put this off. I was told this by a business coach that I has, one of the very first things they told me told me an amber when we, when we went and met with them and listen, now we have it down every week. Everyone knows what our goals are. Would they know whether they met their goal, they know whether they didn’t meet their goal. And um, and it lets people know when they’re winning and when they’re losing. We have to be very crystal clear about it. And we manage the company with it. There’s a, there’s another, uh, if you manage, you know, an organization, there’s a great book called traction that we, that helped us create that report for our employees. And so it also is a great management tool whenever you, whenever you have some of that data.
So make sure that you set your company goals and that you make them public and it’s very clear that the employee knows what it is. Number three is acknowledge employees. One uh, uh, my mentor told me this and not just about bet betcha he got it from somebody else because it sounded too good. It sounded too good to be too eloquent for him to make up. Sounded pretty eloquent. Now, now listen to me screwed up cause I’m trying to ad Lib it right now. Um, and, and it’s this, never let a good opportunity to recognize one of your employees go to waste. Never. So if you notice that they’ve done something good, make sure that you go and tell them. And I’ll tell you, when we get so busy as human beings and as managers or as employees, whoever it is, um, we’re all busy.
Sometimes we get too busy to do one simple thing. And that’s just looking at him say, you know what really good job. I really appreciate you. Um, and that can go a long ways. Um, the, the number four is to focus on employee development and give your employees the opportunity to grow. There’s a, there’s a stat there by Gallup poll, uh, that I noticed you put down there, Ethan, that found that 87% of millennials and 69% of non millennials view development as important in their jobs. And so having ongoing education for your employees is really, really important. I mean, I might interview one person, two people a week maybe that don’t mention that growth is important to them. Almost everyone I interview mentions that whether it be within the company or within their, you know, personal professional development that’s so important to, I mean, everybody.
Yeah. The, the fifth one here is not to micromanage. Um, uh, when you do that too often, you will discourage your Staffing Agency Tulsa employees. Uh, you know, we’ve been talking about the onboarding process and to some extent during the onboarding process, there needs to be a little bit of micromanaging for a short amount of time until you can get basically the way we talk about it and get the airplane off the ground. They kind of know what they’re doing now they can go and begin to fly. Um, but micro managing through for a long period of time will, it can really suck the, the enthusiasm out of almost anyone. So you’ve got to be careful that you don’t do that too often. Yeah. And micromanaging, I mean, I’ll probably, everyone has said someone in their life who’s micromanage them and it’s a nightmare. Uh, that same study said from earlier said that micromanaging resulted in 68% of employees saying their morale was dampened and 55% of them said that it actually led to a decrease in productivity.
Just because it, you just feel so oppressed and way down. It’s not a way to actually bolster engagement or productivity, even though it kind of seems like that at first. It’s really a bad plan. So those are the five ways that we were talking about in encouraging employee engagement. A hope that this helps our employers to really think about the way that they’re managing, hopefully increase, uh, their, their, uh, I dunno, just just their employee engagement. And then as an employee you might want to take a look at this and, uh, the next place that you decide to go and use this as an evaluation tool. So listen, if trinity can help you in any way, we would really love to, um, with your job or if you’re an employer. Um, give us a call at nine one eight, six, two, two, two, five, eight, eight Yada. Go check our website out. We also have our podcast on email@example.com.