by Michael Holland – 

Employee engagement should be a top priority for all leaders, as it signifies the value an organization derives from its workforce.

Current data shows that employee engagement is distressingly low, with only 32% of employees actively engaged. Instead of quibbling about precise figures within your organization, it’s more crucial to focus on whether engagement is improving over time.

The primary driver of employee engagement is management, particularly the immediate supervisor. According to Gallup, managers influence at least 70% of the variability in employee engagement scores across business units. This is a significant impact.

To enhance a manager’s ability to boost team engagement, they should concentrate on the areas highlighted in engagement surveys, which employees desire:

  1. Clarity of expectations
  2. Connection to the company’s mission or purpose
  3. Opportunities for learning and growth
  4. Opportunities to utilize their strengths
  5. Feeling cared about at work

Effective development in these people leadership areas requires dynamic training. This training should cover the true role of a leader, coaching techniques, handling crucial conversations, delegation, and adapting communication and leadership styles. Notably, it should emphasize the value of holding regular, meaningful conversations with each employee, lasting 10 to 30 minutes, to foster high-performance relationships.

The investment a company is willing to make in developing these people leadership skills among its managers is a crucial consideration. The return on investment (ROI) can be substantial. Studies indicate that increased employee engagement leads to heightened dedication and discretionary effort, which, in turn, boosts productivity. This, in essence, leads to reduced costs, higher profit margins, and greater customer/patient satisfaction – all financially impactful outcomes.

Furthermore, higher employee engagement results in lower turnover and reduced absenteeism.

It’s worth noting that the #Leadwell: Building Leaders for Tomorrow people leadership training program, is priced at $2,995.

Coaching Thoughts – For You and Your Peers

  • What would you guess is your team’s employee engagement score?  Grab another leader and compare guesstimates.
  • Reflect on the 5 areas listed that employees desire.  Would your employees provide a similar list?
  • Are you holding weekly/bi-weekly meetings with your employees?  Reflect on why or why not?