Effective leadership is putting first
things first. Effective management is discipline, carrying it out. – Stephen Covey
Randall Beck
and Jim Harter teamed up to write a most revealing article in the Gallup
Business Journal (http://bit.ly/1Jz4kv6) that every CEO, executive, manager,
and leader should read. The findings, in short, reveal: only 30% of U.S.
employees and 13% worldwide, are engaged, over the past 12 years those low numbers
have barely budged.
In addition
they add, “Knowledge, experience and skills develop our talents into strengths,
but unless people possess the right innate talents for our job, no amount of
training or experience will lead to exceptional performance.” Do you see the
disconnect?
One thing we
know for sure – the challenges in the workplace have never been greater. Too
often people with “management potential” are elevated into those positions but
do not have the necessary leadership skills to be effective. The result?
Frustrated mangers who wonder why they can’t get anything done, companies with
low morale, high turnover, and no sense of direction or vision.
Beck and
Harter continue, “When a company raises employee engagement levels consistently
across every business unit, everything gets better.” And herein lies the secret
to raising the numbers – raising employee engagement.
Employee
engagement is not a management skill; it’s a leadership skill. Employee
engagement is a people skill that transcends management or business know-how. Management
skill minus leadership skills can be detrimental, but when the two are combined
it can be a powerful tool that can create great opportunity.
Key to the
findings and to turning the low numbers around was managers who consistently
engage their employees. The issues are complex and the solutions vary. That
being said, here are my 5 C’s for Employee Engagement that can begin a process
of improving employee engagement.
Be Current
A natural
function of a manger is to focus on systems and structure. But if that is your
only focus then you will always be a manger and likely never a good leader.
Being current is not so much about numbers and the bottom line; rather it’s
about being relationally up- to- date with your people. Before you can build
your company you have to build relationships. John Maxwell was right when he
said, “People don’t care how much you know until they know how much you care.”
Be in the moment with your people and they will be invested in you.
Be Consistent
Your people
need to see that you are sincere in your desire to connect with them. If your
people are important to you, and they are, then you need to be consistent in
the manner in which you interact with them. Being current and consistent is not
just paying lip-service to appease a few disgruntled people. It’s a genuine
relational investment on your part. That does not mean you have to take them to
the lake with you on the weekends, but it does show that you care. Being
consistent is just as much for your benefit as it is for your people.
Be Conducive
It’s helpful
and encouraging to your people to know that you are attentive to their ideas,
concerns, and that you welcome their input. When you build conducive and safe
environments for your team to be engaged it builds trust, boosts morale, and
elevates their level of commitment to the organization. Foster a culture that
promotes engagement and you will see positive changes. Rather than be a manager
that relies on controlling your people, you should strive to become a leader
that inspires the trust of your people.
Be Challenging
An engaged
leader will challenge his or her people to maximize their talents, dare to take
risks, and take ownership of their future. A conducive work environment is of
no value unless your people are producing. Managers are more concerned about
maintaining the status quo while leaders strive for new levels of excellence.
This happens when leaders challenge their people to be their best.
Be Clear
Employee
engagement rises and falls on good communication. Consistent and clear communication is the
life-blood of your organization. Your
people rely and depend on it. Clear communication is one of the single best
ways to build the kind of engagement you need to be successful. Managers can be
secretive and keep information close to the vest, but a smart leader shares
information and thus builds a community of engagement.
Everything
gets better with employee engagement. These simple steps are but a beginning.
What would you add to the list? What step(s) would be most helpful to you if
implemented today? Employees have been disengaged long enough. It’s time to
act.
What do you
say?
© 2015 Doug
Dickerson
2 comments:
You have such an insightful blog. Thanks for sharing. Reading blogs is my hobby and I randomly found your blog. I enjoyed reading your posts. Interesting! All the best for your future blogging journey.
You have such an insightful blog. Thanks for sharing. Reading blogs is my hobby and I randomly found your blog. I enjoyed reading your posts. Interesting! All the best for your future blogging journey.
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