Employee Engagement

Book Karin & David Today Employee Engagement â€" Avoid This Tremendous Leadership Mistake Employee Engagement â€" Play the Game, Don’t Game the Score When you see low worker engagement scores, what's your first reaction? I spoke with a company government who was upset with his engagement scores. “The numbers are horrible,” he stated. “Can you assist us with some team-building?” I replied, “Probably not.” He looked at me with a combination of shock and amusement. He wasn’t used to consultants telling him they didn’t want his cash. “Okay, tell me why not?” It’s not that I wasn’t willing to assist â€" in fact, I would. But when morale stinks, employee engagement scores are down the drain, and your individuals are upset, staff constructing isn’t the answer. In truth, it’s an incredible mistake that will almost at all times make issues worse. Low worker engagement scores are the symptom of a problem, not the issue itself. Leaders who are Winning Well give attention to playing the sport, not gaming the score. That means they don’t attempt to manipulate the score with team-building, pizza, or incentives â€" they stay centered on the important behaviors that drive efficiency and outcomes. Employee engagement is not any exception. Focus on the score and also you’re misplaced. Instead, play the sport: give attention to the behaviors that create the rating. When I requested the manager why his folks have been upset, he wasn’t certain. As we dug deeper, we found that there were vital breakdowns of readability and dedication. There were issues speaking major organizational adjustments, one mid-degree manager who had become territorial and was needlessly frustrating different departments, and front-line leaders who had been driving talent away by scaring people into performance. Don’t try to motivate your way out of a mess. Fix the mess. (Tweet This) For this government, that meant apologizing for the communication problems, getting the right data out to everyone, listening to and addressing the considerations his people had about the new course of, and taking apart the territorial supe rvisor for some one-on-one coaching and accountability. Then he invested in management growth for his entrance-line leaders and we worked with the center-level managers to strengthen the entrance-line leaders’ new concentrate on outcomes and relationships. Don’t use group-building in response to issues or low morale. Fix the communication problems. Improve the process issue that prevents people from doing their job. Team-building is often loathed and panned by employees and managers alike as a result of it can be such a waste of time â€" a properly-intentioned, but a totally ineffectual response to a problem that takes actual work to solve. Done properly, real staff-constructing is the icing on a good cake. It takes a strong basis and makes it one thing really special. Imagine making an attempt to spread frosting on a cake that is only half-cooked. You’d a have a nasty, goopy mess that results in the trash. You can’t frost a half-baked cake and you'll’t use motivation or t eam-constructing in place of fundamentals. Leave us a remark and share:How do you ensure you’re not attempting to “motivate your means out of a mess”? Or if you’ve received a very awful instance of this mistake at work, you'll be able to share that too. Author and worldwide keynote speaker David Dye provides leaders the roadmap they should remodel results with out shedding their soul (or mind) within the process. He gets it as a result of he’s been there: a former government and elected official, David has over 20 years of experience main groups and constructing organizations. He is President of Let's Grow Leaders and the award-successful writer of several books: Courageous Cultures: How to Build Teams of Micro-Innovators, Problem Solvers, and Customer Advocates (Harper Collins Summer 2020), Winning Well: A Manager's Guide to Getting Results-Without Losing Your Soul, Overcoming an Imperfect Boss, and Glowstone Peak. - a e-book for readers of all ages about braveness, influ ence, and hope. Post navigation 5 Comments Thank you David, all the knowledge on this article is actually true, if we wish to improve the engagement of our group members, we have to put extra attention in the source of the issues and work to repair them; before to think about Engagement Activities. Thanks a lot, Lin. So agree that it’s value to the effort to dig into root trigger. Well said, Lin. Hi David, You bring up a difficulty that I am currently dealing with. It is very frustrating to workers when higher management tries to principally put a band-assist on the problem when if they only sat down and discovered the root trigger their organization would be a hundred% higher. We don’t need a staff building pizza get together we want the actual concern to be fastened! I work for a really small firm and there's the president/owner of the company who's oblivious to what's going on round him as a result of he's only there each other week (possibly) and has one major lead project manager that causes main points all through the corporate. People are continuously quitting due to his actions and the way he treats individuals and it makes it a very tense working environment. I wish lead management and homeowners would simply take the time to listen to employees who leave/quit and get all the way down to the foundation cause. Thank you for the great weblog publish! Felicia, Thanks for sharing this instance. Those are definitely irritating situations! I would invite you to collect data and put the scenario in terms which might be meaningful to the owner (eg: right now you’ve received a scenario that is costing you 350,000 / yr â€" would you be interested in studying extra about how we are able to remedy it together?) Your e mail address won't be published. Required fields are marked * Comment Name * Email * Website This website uses Akismet to cut back spam. Learn how your comment knowledge is processed. Join the Let's Grow Leaders group for free weekly management insights, instruments, and strategies you can use immediately!