Gallup’s recent numbers show while US employee engagement exceeds Global engagement (34% to 15%), employee engagement levels are still low. As we shared in Improve Employee Engagement to 91% - 10 Minutes by Friday there are creative ways to improve employee engagement and raise the bar of productivity in your business.
Why Most Employee Engagement Programs Haven’t Worked
In Employee Engagement: Maximizing Employee Potential Gallup provides 3 reasons Employee engagement programs have not worked.
Gallup feels the greatest cause of engagement program failure is: Employee engagement is widely considered “an HR thing.” It is not owned by leaders, expected of managers or understood by front-line employees.
Just as our experience in hiring (Topgrading) found, unless the executive team, and specifically the CEO takes ownership for improving employee engagement, efforts to raise the bar fail.
Changing Demands in the Workplace
In our previous blog, Good Job Vs. Lousy Job, we shared the shifting job environment, and how your organization, and specifically managers need to change to meet this dynamic.
Several of my customers recognize and have aggressively adjusted their goals and objectives for 2020 to address these shifting demands.
More than ever your organizations success depends on having excellent managers. It’s no longer managers, but coaches you need to occupy the management positions in our organization to elevate your people and meet the demands and growth expectations.
Next step is to move your managers from boss’s to coaches.
As you can see from this graphic, Gallup’s data emphasizes the critical value of moving managers to coaches.
Managers account for 70% of the variance in team engagement. Managers ensure employees know what work needs to be done, support and advocate and explain how their work connects to organizational success.
Switch from Boss to Coach
Coaching is accomplished through ongoing coaching conversations. Five coaching conversations drive performance: include
The frequency of these conversations matters.
Managers need a deep understanding of their employees’ talents, needs, preferences and dreams. Employees should set goals and discuss their future with your organization.
Coaching is a different mind-set from a boss. Managers/Coaches focus on the individual, continual growth and future potential.
Don’t just ask managers to coach.
As the Leader You must:
Applying Engagement to Every Stage: Questions to Ask
How do you apply employee engagement better in your organization? Gallup recommends you look at it globally to every stage in your employee flow:
To discuss helping your business improve overall performance and culture contact dwick@positioningsystems.com
To build an enduring great organization, requires disciplined people, disciplined thought, disciplined action, to produce superior results, and make a distinctive impact in the world.
Discipline sustains momentum, over a long period of time, laying the foundations for lasting endurance.
A winning habit starts with 3 Strategic Disciplines: Priority, Metrics and Meeting Rhythms. Forecasting, accountability, individual, and team performance improve dramatically.
Meeting Rhythms achieve a disciplined focus on performance metrics to drive growth.
Let Positioning Systems help your business achieve these outcomes on the Four most Important Decisions your business faces:
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RESULT/OUTCOME |
PEOPLE |
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STRATEGY |
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EXECUTION |
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CASH |
Positioning Systems helps mid-sized ($5M - $250M) business Scale-UP. We align your business to focus on Your One Thing! Contact dwick@positioningsystems.com to Scale Up your business! Take our Four Decisions Needs Assessment to discover how your business measures against other Scaled Up companies. We’ll contact you.
NEXT BLOG – Your Words
In the role of a coach, our words powerfully impact others. The impact of Vince Lombardi’s few words to Willie Wood when he was struggling share how crucial our words can be to the people around us. That story and my own lesson of words next blog.