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If you’re poor at employee engagement and motivation, your organization is going to suffer. Period.
Our advice is to begin the engagement process early. Start with your mission statement. In this article, you’ll learn how employee disengagement could affect you, and how to compose an engaging mission statement to motivate your employees to reach their true potential.
6 out of 10 of your millennial employees will consider quitting because they don’t feel engaged (Gallup). That’s a frightening statistic about the mindset of the millennial generation workforce. Especially when you consider that:
In the Gallup poll, half of all millennials said they didn’t expect to be with their current company 12 months later.
Look at your organization. Extrapolate those numbers from the Gallup poll, and 15% of your workforce are either actively seeking a new opportunity or open to a move should one come along.
Think of all that younger talent walking out the door. Consider the time, money, and effort that will be needed to replace them. Then rinse and repeat, on a growing scale.
If you don’t strategize to engage and motivate your employees, with millennials as three quarters of your workforce by 2025, your staff turnover rate could be 30% within just a few years.
Your sales will suffer. Your revenues will suffer. Your bottom line will suffer. Your shareholders will vote with their feet. Welcome to organizational apocalypse.
When it comes to employee engagement and motivation, the mission statement could be the most powerful tool you have. Your mission statement communicates your corporate culture. It embeds everything that your organization and your people stand for. It encourages focus on values and beliefs, and the goals and ambitions driven by them.
Look at your mission statement through the eyes of your employees. Is it mundane, or inspiring? Does it shout from the rooftops, or whisper from the wings? What should it be communicating?
A great mission statement must speak to your people. It will be the foundation of everything you and your people do. Here are six essential elements of a motivational mission statement.
Your mission statement shouldn’t be a novel. One or two sentences should be enough to achieve its aim. You want people to remember it, embrace it, and live it. Make it clear and concise. To the point, and powerful.
Make sure your mission statement is about your business. It should tell people what you do, as well as what you aspire to be.
Let your people know where you plan to be, not only what you aspire to be. The best in your state? In the United States? A global force?
Like all goals and ambitions, your mission statement must be achievable. While challenging the status quo, it should reflect your organization and its potential.
A mission statement is about where you want to be. If it sounds like no more than a self-description, and why you are great now , it won’t inspire your people to greatness in the future.
Create a common purpose. One that resonates with your employees, and that’s founded on your organization’s values and beliefs.
Some organizations have nailed their mission statements. Some haven’t.
Walt Disney’s mission used to read:
“Make people happy.”
Perfect. Short. To the point. Grabs the attention of employees, customers, and shareholders. It provides ambition and purpose.
Unfortunately, in 2013, Disney rewrote its mission statement:
“To be one of the world’s leading producers and providers of entertainment and information. Using our portfolio of brands to differentiate our content, services and consumer products, we seek to develop the most creative, innovative and profitable entertainment experiences and related products in the world.”
Consider the following five examples of mission statement. Could they have done a better job? I think you’ll agree, probably not:
There’s only one thing that tells your employees more about your organization than your mission statement, and that’s the way that your leaders act. They should live and breathe the vision, be the embodiment of your organization’s value, and be the example that others will follow. Your leaders communicate the true meaning of your mission statement, and then continually reinforce it, and it could become your most powerful employee engagement and motivation tool.
Here’s an exercise for you. Ask your managers and leaders to rewrite your organization’s mission statement, individually. Then compare the results. You’ll have much to discuss at your next business strategy session.
For further insight of employee engagement and motivation strategies and techniques, contact Primeast today.
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