Once you attract, hire and orientate great employees, it is now time to integrate them and maximize the use of their talent. This is called ENGAGEMENT OPTIMIZATION.
It’s a sad truth about American workers, 30% are engaged and inspired at work. At the other end of the spectrum 20% are actively disengaged. These employees roam the halls spreading discontent, negatively influencing their coworkers, missing days on the job, and driving customers away through poor service.
It’s hard quantify, but they are causing companies to lose profits. Some good workers quit their jobs because they don’t want to work the negative, disengaged people.
*The last 50% are simply not engaged. They are just kind of present, but not inspired by their work or their managers.
Workers must be inspired to engage. When they are inspired, they become motivated. My experience is that “lazy” is a symptom of an uninspired, unmotivated person who sees no benefit in working hard or smart.
According to Gallup, poor leadership is a key cause of disengagement.
What you can do:
A. Create and maintain a company culture that encourages, supports, and inspires employee involvement and commitment.
A company culture is how things are done and why. It’s a contract among leadership, management, and workers and focuses on values, vision, purpose and rituals that reinforce them.
A company’s culture will be reflected in its dress code, business hours, office setup, employee benefits, turnover, hiring decisions, treatment of clients, client satisfaction and every other aspect of operations.
Learn more about creating a positive culture, click here
B. Increase productivity by engaging your employees
1. Hold your managers and employees Accountable. It’s an obligation to explain or justify, be responsible, answerable. It is their choice to account for their performance.
Accountability is NOT a reprimand for lagging performance, problems or poor results.
2. Encourage In-The-Moment Feedback
3. Cultivate the Executive Mentality
Chances are, most of your employees aren’t used to thinking at the executive level, since they’re busy with their own tasks and processes. They need to get past the every day details and see how they help the big picture.
4. Present New Challenges and Opportunities
It’s important to challenge your employees so they can demonstrate and achieve their full potential.
5. Respect Their Boundaries
This step is a natural follow-up to “present new challenges.” While you want to push your employees to embrace new experiences, you don’t want to shove them so far out of their comfort zone that it becomes a negative experience.
6. Allow them to take action – don’t babysit
Delegation and encouragement lead to innovation and participation.
To learn more about how to break out of the traditional leader-follower mindset and create stronger staff bonds founded on trust, self-confidence, and achievement check out our Leadership Coaching and Management Training programs. It’s critical for your bosses to be good bosses.