Do your employees really know how their day-to-day duties connect to your bottom line?
If a recent study is any indication, the answer for more than half of them is: No.
Nearly half of workers in the Robert Half Management Resources survey reported they are always able to see the connection between their duties and their firm’s performance.
But the majority, 53%, also said they want greater insights. And 14% said they rarely or never see how their work affects the organization.
The findings uncovered different sentiments among age groups. Fifty-nine percent of professionals 55 years of age and older consistently see how their work contributes to the company’s bottom line, but just 38% of those between 35 and 54 old agreed. Forty-four percent of respondents aged 18 to 34 said they are able to make the association between their efforts and organizational performance; this group also is the most likely to seek a greater understanding.
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Workers were asked, “How frequently, if at all, are you able to make the connection between your day-to-day duties and how they contribute to the company’s bottom line?” Their responses:
- Always — 47%
- Sometimes — 39%
- Rarely — 9%, and
- Never — 5%.
18-34 years old
- Always — 44%
- Sometimes — 50%
- Rarely — 4%, and
- Never — 2%.
35-54 years old
- Always — 38%
- Sometimes — 44%
- Rarely — 13%, and
- Never — 6%.
55+ years old
- Always — 59%
- Sometimes — 25%
- Rarely — 11%, and
- Never — 6%.
Workers also were asked, “Do you wish you had more insight into the effects of your contributions on your company’s bottom line?” An age-group breakdown of those who responded “yes”:
- All workers — 53%
- 18-34 — 64%
- 35-54 — 51%, and
- 55 and over — 46%.
How can you make sure your staffers realize the role they play in affecting your bottom line? Robert Half officials provided three pieces of advice:
- Don’t stop at the top. Discussions about company performance and goals should happen with staff members at all levels. Understanding how their role contributes to the organization can help employees boost their own performance.
- Make the discussions ongoing. Managers should look for opportunities such as staff meetings, performance reviews and regular check-ins to communicate how individuals’ contributions benefit the business.
- Tap external perspectives. Check with network contacts and consultants for their insights on how the company is faring and to learn best practices from other firms.
The survey was developed by Robert Half Management Resources and conducted by an independent research firm. It includes responses from more than 1,000 U.S. workers 18 years of age or older and employed in office environments.