By Doug Van Dyke, Leadership Simplified, www.leadershipsimplified.com
Many leaders ask me questions like: “What are the secrets to helping my employees focus on my business?” and “How can I help to engage team members in their work?” These are important questions. In order to answer these questions, as well as to take action on them, we need to define employee engagement, examine some enlightening research, and focus on five key leadership behaviors.
Defining Employee Engagement
Employee engagement refers to the positive or negative psychological and emotional attachment team members have to their job, their co-workers, and the organization. The level to which an employee feels engaged will profoundly influence their willingness to be productive, learn, and collaborate with others. Employee engagement is very different from employee satisfaction. When employees are truly engaged they will “go above and beyond,” show pride in their work, and recommend their company.
Employee Engagement Data
According to the Gallop organization, 28% of the U. S. workforce is disengaged. In a certain respect, this statistic is mindboggling. However, when leaders are able to truly engage team members, look at what happens to your organization:
I don’t know what you are thinking right now, but I am thinking: “Holy cow, we need more engagement!” In order to realize more team member engagement it is imperative that leaders in your organization perform at the top of their game. So, let’s look at some specific behaviors that leaders should put forth if they desire an engaged team.
Leadership Skills That Drive Employee Engagement
Here are five game-changers that can transform a group of employees who are merely collecting a paycheck into a team who are raving fans of your company.
In contrast, a Towers Watson study revealed that a reduction-in-force reduces employee engagement by 33.9%. In other words, those companies that choose to lay off workers in order to reduce expenses are playing with fire in regards to employee engagement. In order to maintain positive employee engagement it must be perceived by your workforce that your organization is prudently using its people resources, and striving to save/create jobs.
Bottom Line: Studies show that a 15% increase in engagement equals a 2% increase in operating margin. In other words, engagement is profitable! So let’s go out there and ensure that our team members are engaged. Ask your team members if they feel engaged. Also, ask them why or why not they feel engaged. The results you uncover will contain volumes of information. Remember: Your efforts to increase engagement will also spur meaningful thinking about how to best maintain a healthy culture in your organization. Along the road you may very well engage a workforce that acknowledges and appreciates your efforts and actions.
Until next time, be well!
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