A recent poll by Gallup states 70% of American employees are not engaged at work. There have been some push backs. Gallup measures and we listen and learn but seldom know how to act.
That’s where HBR’s article ‘What Great Managers Do to Engage Employees’ by James Harter and Amy Adkins comes in. They quote Gallup again ‘Mere transactions between managers and employees are not enough to maximize engagement. Employees value communication from their manager not just about their roles and responsibilities but also about what happens in their lives outside of work. The Gallup study reveals that employees who feel as though their manager is invested in them as people are more likely to be engaged.
What tools do managers have today that can support the pursuit of making employees feel their manager is invested in them?
My answer as a people manager and a managed employee is – most managers don’t have the social skills, training or tools to do justice to this important communication opportunity. I did not have it either.
Mark C Crowley in a comment to the Forbes article wrote, ‘One key reason engagement has fallen so severely is that people have greatly changed what they need and expect in exchange for work – and our leadership practices have failed to evolve. What’s required now is that we reimagine leadership and identify all the things that can help restore 21st Century employee spirits, and motivate people to excel’.
What’re your thoughts? What aspects of employees lives outside of work would seem appropriate to communicate on. What’s missing now?
Best wishes to you and in your pursuit of happy engagement!
Gurunath Hari is the author of “The 6 Dimensions, Overcome Presenteeism: Excel in work and Life”. He has over 25 years of corporate experience, including leadership and management roles. His working life started at the end of the pre-computer era and continues to the present ‘everything-mobile’ era.
The kindle and hardcopy version of 6 Dimensions book is now available at Amazon!!
(Disclaimer: The views expressed here are the author’s own and are not endorsed by his employer or any other company)