According to the Gallup Organization, 30% of employees in the United States are actively engaged. The rest are disengaged, and up to 19% are actively disengaged. No fun for anyone. When my practice focused mostly on individuals, many people came to me wanting to leave their jobs. I was sure that I was going to be responsible for an entire generation of B&B owners, baristas and oenologists. But as we brought awareness to their strengths and behavior, office dynamics and communication issues, I was surprised to find that easily half of these individuals stayed at their jobs. And of those clients, most were offered promotion. Their increased confidence allowed them to enjoy more influence, be more authentic and as a result, be more effective.
Since my practice has expanded to the corporate sphere, the work has been more with managers. Among other things, we focus on effective listening, managing body language and communicating appropriate goals and expectations. What has become clear to me is that employee engagement is a two-way street. Responsibility lies with manager and employee. Why bother? Engaged people “go the extra mile,” they speak more positively about the organization, and they stay at their jobs. Another, more hidden benefit is innovation. Where there is trust among colleagues, communication is more open, ideas are generated and innovation happens.
How do you find out where you stand? Consider these questions*:
- Considering everything, how would you rate your overall satisfaction with the company at the present time?
- How likely are you to recommend the company as a great place to work?
- Please respond yes or no: “I rarely think about looking for a job with a new company.”
- Please respond yes or no: “I am proud to work for the company.”
Does engagement take work? Yes. Is it worth it? Yes and yes!
Here’s to Spring…I think it’s really here this time.
Claire
* from Workforce.com