By ARNELLE ADCOCK
Business Matters columnist

How many people work here?

"Maybe four or five…" was the answer to that old joke.

In today’s work place, the successful business has employees who want to do whatever they can for the benefit of their internal and external customers and for the success of the organization.  This type of company culture is described by the term “employee engagement”-- the extent to which employees commit (both emotionally and intellectually) to accomplishing the work, mission, and vision of the business.

For employee engagement to occur, employees must know and understand the work, mission, and vision of the business.  An organizational culture that promotes engagement, therefore, must begin with the leaders.  Leaders who develop engagement communicate with everyone in their organizations.  Communication is not one-way presentations; it is two-way feedback so that everyone is giving and receiving information, ideas, and feelings.  An assumption with this statement is that leaders will be open to hearing and responding to what employees say.

Engagement also requires trust in leadership:  leaders who do what they say they are going to do.  They share information with employees.  Decisions are transparent:  leaders share the credit when things go well and they help re-focus when things don’t go as planned.

Engaged employees understand their role in success.  All employees know what the goals and strategies are, and they know what they must do to ensure that the organization accomplishes the mission.  Each person’s contribution is essential for success, and everyone feels important.

Employee engagement reaps many benefits for a business.  First is enhanced financial and organizational performance.  Employees are more productive and processes are more efficient.  The business makes more money — which helps the owner and the employees.

Next, employees want to stay in the business, and they recruit friends who are as good as they are.  Engaged employees are smart, hard-working people who love their work.

An over-the-road trucking company that advertises on satellite radio recruits drivers by touting its culture of trust and integrity.  When you recruit employees, can you use your company culture to entice highly qualified prospects?

When you go to work tomorrow, look around at the people to whom you give pay checks?  Are they working?  Are they engaged?  Are you paying for their minds, muscles, and enthusiasm?

If not, how are you going to change?

Arnelle Adcock is a partner and president of Brentwood-based Clover Management Group — a team of seasoned professionals who help business owners.  You can reach her at 615-900-0777, aadcock@clovermg.com, or www.clovermg.com.