Give whatever you are doing and whoever you are with the gift of your attention. – Jim Rohn
Dale Carnegie Training recently released new findings on employee engagement and the results proved to be quite intriguing. The first and most dramatic finding shows that if an employee is dissatisfied with their immediate supervisor, there is an 80 percent chance that they are disengaged. Similarly, having a “caring” manager is one of the key elements to a positive and successful employee engagement strategy. Employees want to feel valued and have their manager take an interest in their personal lives, health and well-being.
Other notable findings include:
* Executives (VP and higher) and medical workers are the most highly engaged group of employees; Employees in education, social work, and sales are the least engaged.
* 26% of engaged employees would leave their current job for just a 5% pay increase, 46% of partially engaged employees would leave their current job for just a 5% pay increase, 69% of disengaged employees would leave their current job for just a 5% pay increase.
* Senior leadership’s actions also have a direct impact on employee engagement; 61% of employees who have confidence in the leadership abilities and think that senior leaders are moving the organization in the right direction are fully engaged, 49% of employees who were satisfied with their direct manager were engaged, 80% of employees who were very dissatisfied with their immediate supervisor were disengaged.
From this exhaustive research we are reminded of the complexities of the 21st century workplace and the need for strong leadership. We understand that engagement is critical not just to employee productivity but to longevity as well. The challenges for managers, supervisors, and executives can be overwhelming. Here are three tips to help you engage your employees and build a strong team.
Rule 1 - Inspire their passions. As a leader, your engagement with your employees is about inspiring their passion and offering whatever assistance you can to help them achieve their goals. In the book, Rules of Thumb, Alan M. Webber writes, “Would you rather have tepid success with something that doesn’t matter or a brilliant future with something that does?” When you engage your employees you help them to discover that brilliant future they desire, and serve as a catalyst for their passions.
When they see that you are inspired by their passion it will cause them to step up and deliver. When you give team members the tools they need, the inspiration to perform, and the courage to achieve their dreams that is a level of engagement that paves the way for great accomplishment.
Rule 2 - Direct their energies. The best ideas in the world do not mean a thing without action. You become engaged and vested in your employees when you help them focus their energies in the right direction and put forth measurable goals of achievement. If you are disengaged in their work, goals and passions, they will be disengaged from you. Consequently they will not perform at levels you like, and they very well may be planning their exit strategy.
When energies are directed with purpose, clarity, and enthusiasm you set the bar high for their personal growth and their personal engagement. When this is achieved there is a greater degree of certainty they will deliver, be more engaged, and be happier employees.
Rule 3 - Reward their effort. As you demonstrate genuine engagement and support for your team members you are positioning them for success. When you do your part to equip your employees do not forget to reward them for what they deliver. This type of engagement goes a long way toward building the morale your company needs and shows that you care.
Whatever incentive or reward program you implement it is just another layer of engagement to solidify your leadership. Without question each employee must take ownership of his or her level of engagement and be responsible for it. But when you take the time to notice and reward those efforts it makes your job that much easier.
Are you engaged?