With greater workers loyalty strategic competitive advantages open up the US consulting firm Gallup since 2001 collects annually the study to the commitment and the motivation of German workers (engagement index). In the most recent report almost 2000 workers aged 18 and over were interviewed late October to end of November 2008 by telephone. Based on twelve statements on workplace and working environment respondents are each mapped to one of three groups of binding workers with high emotional attachment”, these are emotionally committed their place of work. They are loyal, productive, have less days of absence. Employers benefit from less turnover. In the second group are the employees with low emotional attachment”classified. These workers serve according to the regulations”. They’re only restricted emotionally committed the company while productive, but, they have more days of absence and cause higher turnover costs.

“The employees grouped together in the third group, finally, no emotional attachment” to the company feel. These workers are actively working against the interests of the company and have completed may also have internal termination. They’re not mentally present. They are unhappy with their work situation and colleagues also know this. As a result of the survey is once again, as in previous similar serious noted, to hold that only 13% of workers loyal to your company, 67% feel a little emotional attachment and 20% of employees have already internally terminated. The consequences are measurable for the performance of the enterprises as well as for the economy. The weak or non-existent emotional attachment leads com. Gallup for the workers concerned to additional two to four days in the year and cause macroeconomic costs of up to 109 billion euros per year.

Approximately 27 million social welfare workers in the Federal Republic emerges as an annual amount of 4.000,00 per employee which economically fizzles. So can each business for his company, or any Executive for their respective area of responsibility quickly roughly determine what untapped potential here broke. The performance of a company essentially depends on the readiness of the staff. Entrepreneurs and executives who have recognized this are so capable of, even in the currently economically difficult time to bind employees through targeted staff work in the form of open communication and wertschatzendem value management and to raise the ratio of loyal employees to gain a strategic competitive advantage. For loyal employees are not only more efficient, but the company benefited also from the positive external perception by customers and suppliers. Peter Munnich.