On the face of it, you might think the grass is greener on the other side of the fence at Amazon than where you are currently. It is the largest Internet-based retailer in the United States. It began as an online bookstore but, in the 20 years since it first went online, it has surpassed even retail giant Walmart in the United States in terms of market capitalization. Who wouldn’t want to be part of a winning organization that has a global reach, an internationally recognized brand and a success story that is unmatched?
The answer is not so simple. It seems Amazon may not be such a great place to work. Several stories of poor working conditions have come to light in recent years. Amazon has been criticized for the way it treats their warehouse workers by pressuring them to work faster. Their white-collar workers have complained, too, about an environment where confrontation is common, hours are long and late, and expectations are unreasonably high.
No company wants this kind of black eye. Jeff Bezos, the founder and CEO tried to counter the bad publicity with an email to Amazon employees saying, “I don’t recognize this Amazon and I very much hope you don’t, either.” But he understood this was not enough to address the issue of employee dissatisfaction. He knows that, without the support of the workforce and their commitment to the company goals, Amazon’s business results will suffer. And so “Connections” was born.
Connections is an effort at Amazon to learn just what its workers are feeling. Amazon has launched this program to try to get confidential feedback from its workforce on such issues as leadership and development opportunities and satisfaction with their jobs. Assessment of employee engagement is the first step toward resolving any issues that keep Amazon from being a great place to work.
What is the state of employee engagement at your workplace? If you are uncertain, you should waste no time in finding out.
While every organization has a unique strategy and culture, studies show levels of disengagement to be between 50-89%. This is a huge problem for leaders whose success is almost by definition dependent upon the success of those around them. Actively disengaged workers are up to 10 times more likely to under-perform and look for other opportunities than engaged staff.
And employee engagement is far more than a simple retention issue.
According to four recent studies, organizations with lower employee engagement scores have 12% smaller profits, 19% less operating income and 28% lower earnings per share than their higher engaged peers. Organizations with high employee engagement have 18% greater productivity, 12% higher customer satisfaction and 51% less attrition.
The good news for Amazon and everyone else is that employee engagement can be measured and improved. And if leaders take the right actions to improve employee engagement, business performance can improve dramatically.
Make sure you are on the right side of the fence when it comes to employee engagement. It can make the difference between success and failure for your desired high performance culture.
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Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.
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In my years working with LSA, it seems like I’ve had a personal consultant at my fingertips to help me identify just the right solution to satisfy our needs. The entire LSA team has become a trusted friend of Actel — assuring we provide state-of-the-art learning to meet our complex, high-tech business and people needs.
On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.
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PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.
Vice President of Human Resources
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