Make Employee Engagement your Business Strategy
Make Employee Engagement your Business Strategy
It is a common understanding of a vast majority of leaders that the employee engagement is a company’s most important asset. But in reality, that is only true if the majority of the workforce is fully engaged in their work. If not, they are either adding minimal value or are actively working against the organization.
Since the Covid19 pandemic hit, millions of workers quit their jobs because they were looking for something better or they did not want to return to working back in the office again.
In May 2021 Professor of Management at Mays Business School, Anthony Klotz, coined this phenomenon The Great Resignation when he predicted a sustained mass exodus.
The reasons for this season of mass resignations are varied but generally relate to the newfound freedom of remote work and flexible schedules, coupled with pre-existing job dissatisfaction, particularly among Millennials and Generation Z.
The Great Resignation calls for The Great Recognition;
Recognition that highly engaged employees are less likely to quit their jobs. Recognition that poor treatment and leadership styles yield high turnover. And Recognition that employee retention and development is not an HR function but a strategy function that must be driven by leadership – whether in the C-Suite or department level.
According to Gallup’s State of the Global Workforce report, only 15% of employees worldwide are engaged in their jobs, this means only 15% of employees worldwide are emotionally invested in committing their time, talent, and energy in adding value to their team and advancing the organization’s initiatives.
If you are a leader, manager or director that tends to talk about innovation and high performance or that aspires to have an innovative and high performing team, disrupt your industry or business line, gain advantage over your rivals and market disruptions, and or to stay relevant in a constantly changing world – then you need to start thinking about employee engagement and caring a little more about it.
Why, why should I care about employee engagement?
You ask – because Employee DisEngagement is standing in your way of gaining competitive advantage, that is, Making Innovation Happen, Having high Employee Morale, and of Having an Innovative, Proactive and High Performing Team,
What is Employee Engagement?
Employee engagement is personified by the passion and energy employees give to the organization to serve the customer. It is all about the willingness and ability of employees to give sustained discretionary effort to help their organization succeed.
And this engagement is characterized by employees being committed to the organization, believing in what it stands for and being prepared to go above and beyond what is expected of them to deliver outstanding service to the customer.
It is more of a psychological contract than a physical one. It is something that the employee has to offer.
Employee Engagement can be summed up by how positively the employee:
What could make your team to not go above and beyond – what causes employee (team) disengagement?
Here are some of the factors that lead to employee disengagement
Signs of Employee Disengagement
What you can do to cultivate and drive Employee Engagement
The number 1 “hack” to unlocking employee engagement is ensuring that your workplace is emotionally and psychologically safe for your team. Make your workplace as inclusive, conducive and enabling as required. Below are two practical ways of improving engagement.
2. Equip & Empower your team – As a leader your performance is dependent on your team’s and their individual’s performances. Therefore, you take care of your team, you take care of your business or division.
You will know that employee engagement is on track in your department or organization if your team is able to confidently say;
I know what is expected of me and my work quality; I have resources and training to thrive in my role; I have the opportunity to do what I do best everyday; I frequently receive recognition , praise and constructive criticism; I trust my manager and believe they have my best interests in mind; My voice is heard and valued; I clearly understand the company and my division’s mission and purpose, and how I contribute to each; I have opportunities to learn and grow both personally and professionally;
Do a quick survey and check where your employees are currently at with their engagement, using the above metrics as guiding questions.
The benefits of Employee Engagement
Creating the conditions where employees feel able to give of their best results in benefits such as:
Make employee engagement your business strategy and you wont worry about lack of performance, innovation nor will you worry about becoming irrelevant in the market and getting kicked out of business by disruptions, competitors or industrial revolutions because your employees/team will become your source of market intel, will have their fingers on the pulse of your market, will give you innovative products and business models, and they will fight for your brand.