Just 30% of U.S. workers and 35% of managers are engaged at work.
How engaged are your employees?
Actively engaged employees are the key to delivering breakthrough performance. Engagement coupled with the quality of leadership determines employee effectiveness. Organizations with engaged employees enjoy happier customers, greater stability and higher profits. So, organizations that understand and meet employee needs, and are committed to engaging their employees, reap the rewards.
Imagine your organization attracting and retaining the best and brightest due to its reputation for valuing its employees. Employees are looking for an environment where leaders provide meaningful work, set clear direction and involve them in decisions that affect their work. In addition, their managers regularly provide coaching and feedback as well as learning and growth opportunities so employees can become the best they can be. As a result, they feel their managers value them as much as they do the customers, and they willingly go the extra mile to make a difference.
Get employees involved in the business
Managers are responsible for ensuring their employees effectively handle the volume of work and deliver desired results. With only 30% of employees engaged at work, there is a significant opportunity to capture increased productivity and output by ensuring the vast majority of employees are actively engaged.
As you think about your management team, consider the impact of the following critical success factors on employee engagement.
Managers need to:
Actively engage their employees
7 out of 10 workers are disengaged or actively disengaged
The relationship between people in management positions and their employees makes the difference between them being engaged or disengaged. And, when the managers themselves are engaged they create engaged workers. They willingly involve their employees in the business, share responsibility and empower them to make decisions that affect their work.
Smart leaders recognize they cannot go it alone. They know that they must work through their people to serve customers, deliver products and services and achieve performance. So, the more people who are on board, focused on common goals and emotionally tied to the organization and its success, the stronger performance will be.
Build relationships and trust
When managers take the time to get to know their employees, they create a powerful bond. That human bond brings people together and paves the way for cultivating strong working relationships. The leader builds trust as they listen, share, and show interest in and appreciation for what their employees do.
Respected leaders are approachable and consistent in dealing with people. They communicate openly and honestly, own up to their own mistakes, honor their commitments and walk their talk. Their employees believe they can trust them and willingly follow their lead.
Delegate and empower employees
Savvy leaders know they don’t have all the answers and are open to exploring new ways of looking at things. They facilitate employee development by finding opportunities to share responsibility for decisions, actions and finding new approaches to improve how the team and organization functions.
Their role doesn’t stop when they delegate and empower their employees. It shifts from handing off the activity to regularly listening to status updates on how the project is progressing. It also provides the opportunity to identify barriers managers can help remove, and allows them to intervene should the project be headed off track and course corrections are needed.
Ensure continuous improvement is a way of life
Constantly changing customer and business needs demand that organizations embrace a culture of continuous improvement to simply keep pace with the volume of change. They gain flexibility and agility when employees solve problems and look for new and innovative ways to improve how the work is done and performance is achieved.
Leaders who promote continuous improvement view problems as opportunities, and regularly ask “why not?” and “what if?” Their employees want to be part of a winning organization, and they feel a true sense of pride as they work together to find ways to make their team and the organization more effective.