There’s More to the Bottom Line than the Bottom Line


The effect of engaged employees on long-term profits

The superstars in your workforce are the ones that are engaged. Engagement does not just mean happy or satisfied. It is the emotional commitment that the employee has to the company and its goals which results in the employee going beyond the basic requirements of the job. Engaged employees think on their feet and look for opportunities to apply their skill sets in ways that will benefit others and the company as a whole. They are more productive because they care more, and the trickle-down effect is increased profits due to customer satisfaction and employee retention.

That all sounds good, but just how does one get employees to plug in and engage? Current research indicates that 69% of all U.S. employees are disengaged, so there is obviously something missing.

Of course, there is no silver bullet when it comes to fixing wide-spread breakdowns in the system. There is one valuable component, however, that is vastly underestimated; workplace traditions.  The observation of traditions and the importance placed upon them clearly communicate the degree to which the company values its workforce as PEOPLE, not just employees. In turn, employees reciprocate by investing their best effort in the company that values them so highly, i.e. they are ENGAGED.

Unfortunately, this model does not easily fit within the paradigm of many businesses today. They are so immediately profit-driven that they lack the visionary skills required to recognize the benefit of long-term investments in people. As a result, they are enslaved to excessive recruitment and training costs in a never-ending attempt to maintain staffing, never realizing that by simply investing in a few employee-centered traditions, many of their people will blossom into workforce superstars that stay on the job longer, and improve the long-term profit picture.







The SHRM Blog does not accept solicitation for guest posts.

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