Volume 3, Issue 6

June 2014

Blue Ridge Conference



October 8 - 10, 2014

Blue Ridge Conference on Leadership

Black Mountain, NC

Employee Engagement Starts with Strong Leadership from the Bottom Up

Employee engagement seems to be the watchword for today’s businesses. At its core employee engagement is about capturing the discretionary effort of your employees. That is, the effort they do not have to give to the company, but are capable of giving. Every day an employee comes to work and has the choice to contribute either the bare minimum effort to get by and not get fired, or to contribute more than the bare minimum and share their determination, creativity and passion while at work.

 Research indicates that companies with highly engaged workforces have greater productivity, lower turnover, higher customer satisfaction, and yes, even higher profits.  Unfortunately the statistics on employee engagement are appalling. The most recent research indicates that that less than 30% of U.S. employees are actively engaged in their work. That means 7 out of 10 employees are disengaged from their work. These low levels of engagement represent lost productivity and have significant financial implications for organizations. Some studies indicate that disengaged employees are costing U.S. companies between $250 and $350 billion a year. As a result workplace engagement has become one of the five most important challenges for management in recent years. So what can we do to increase our organizations’ level of employee engagement?

It turns out that it all comes back to leadership.  The number one way to build employee engagement is to increase trust in management, specifically in an employee’s direct supervisor. An employee must believe that their immediate supervisor is competent, has integrity, and most importantly, cares about them as a person. Engagement cannot be gained through perks, benefits or even raises.  It is not gained by motivational speeches from top executives or stock options. Employee engagement is created by having a strong, competent and caring management team from the bottom to the top of an organization. By building a strong management team from the very bottom of the organization, companies can expect to see engagement levels increase along with all of the business outcomes that are connected to it; but it all starts with an employee’s immediate leader.

At the 2014 Blue Ridge Conference on Leadership, managers at every level of the organization will have the opportunity to learn and grow, both professionally and personally, and will leave better equipped to engage the employees that they interact with on a daily basis. Join us on the mountain this October 8th -10th for what promises to be one of our best conferences yet.

I look forward to seeing you on the mountain.

"Research indicates that companies with highly engaged work forces have greater productivity, lower turnover, higher customer satisfaction, and yes, even higher profits."  

Alan Kemper
Associate Professor of Business
Point University


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