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How Leaders Can Improve Employee Engagement Right Now
John Eades
09 May
Stop blaming employees for not being engaged, and start looking at their manager.
The majority of people do their job because of the paycheck. But a paycheck doesn’t create engagement.
Commitment and enthusiasm is a byproduct of effective leadership. Engagement isn’t an employee problem. It’s a leadership problem.
If you care about employee engagement, this week is for you:
I. Employee Engagement is the commitment and enthusiasm a team member has towards their work and the achievement of goals.
What it means:
69% of employees are not engaged or actively disengaged at work. Which means they aren’t committed or enthusiastic about the work they do.
Commitment and enthusiasm are easy when during the honeymoon phase. However, they are much more difficult as time goes on and during adverse times. David Brooks said, “Commitment is when you fall in love with something to such a degree that you put structure around it for times when you no longer feel in love with it.”
Part of a leader’s job is to find ways to connect team members to things that help people fall in love and put structure around their work even when they don’t feel like it. Which isn’t easy, and why most managers don’t do it.
II. Culture is what your team believes and how they collectively act.
What it means:
Peter Drucker said, “Culture eats strategy for breakfast.” While wise, most people don’t know what culture is, much less how to create a high-performing one. In this week’s podcast episode, Ping Identity’s Pete Angstadt told me, “Leaders set the culture, and that culture produces behaviors, and those behaviors lead to results.”
If you want more engaged employees, start with the culture, because it’s the foundation to get the right behaviors.
III. The best way to use your power as a leader is to empower others.
What it means:
One of the simplest ways to boost employee engagement is to empower team members to have control and autonomy in their work and decision-making. What this means is to help others make decisions where the information is. To transfer ownership over both the results and how the work gets done.
Obviously, there are exceptions to this rule if you and your team work on a manufacturing line or something similar. But even then, if team members don’t feel they have the flexibility and freedom to improve efficiencies or develop new skills, it’s a recipe for disengaged employees.
Keep Leading Your Best,
John Eades | CEO LearnLoft
P.S. For anyone who has purchased the 64-Day Excellence Planner or who does, I will be hosting a Virtual Group Coaching Session on Monday, May 13th at 12 PM EST to discuss specific strategies for achieving your goals and improving your focus. (The link above is the Zoom link itself, so save it or come back to this newsletter on Monday)
Get the planner that is right for you here and use the code “newsletter” to get 20% off.
The 64-Day Excellence Planner
The odds are that you started this year with all the right intentions, goals, and maybe even a plan, but you have not executed well on that to date. While no planner can do the work for you, the 64-Day Excellence Planner will help.
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High-Performance Mentality (Podcast)
A mediocre team can’t suddenly become great on the day of the superbowl.
In the latest episode, Pete Angstadt, Chief Revenue Officer at Ping Identity, joins the show. We cover:
Accountability
High-Performance Mentality
Culture
Transparency
Growth Mindset
Command & Control Leadership
Today’s Leadership Trivia — Guess Right and Win
Provide your insight into today’s poll and be entered to win a free digital copy of the 64-Day Excellence Planner. You will also get invited to the group coaching session on May 13th.
69% of employees aren't engaged. What do you think is the most effective way to boost employee engagement? |
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