Hey Leaders: Imagine a brand new team providing excellent results for your initiatives. Imagine high productivity, increased production, and sky-high loyalty.
Is this something that you would like to work with 2013?
Your Brand New 2013 Team
Well if this is what you are looking for in 2013, then I have some new recruits for your team.
How would you like to lead people who:
- Generate new ideas
- Show up enthusiastic about work
- Take initiative
- Solve problems
- Consistently exceed expectations
Sound too good to be true? Wondering where you can sign up? Asking “How do I get some of that!?!?“
Finding Your Players
This isn’t a whole new team. These are the people you already have – engaged in their work at your organization. There are quantifiable benefits to creating a work environment where people are highly engaged.
According to the Towers Watson 2012 Global Workforce Study:
- 6.5 Fewer Days Absent
An average of 7.6 days lost per year for employees with high engagement vs. 14.1 days lost per year for the disengaged.
41% Lower Retention Risk
Only 17% of employees with high engagement are high retention risk compared to 58% of disengaged employees.
3x Operating Margins
High sustainable engagement companies’ operating margins are 3x higher than those with the lowest levels of engagement.
Who Build These Teams?
So who is responsible for building these newly dedicated and engaged teams?
- Immediate managers hold the key to engaging their teams.
- HR certainly plays a role in developing great employee benefits.
- Corporate communication can also help out with timely messages about the direction of the business.
- And even the CEO can boost engagement with a clear organizational vision.
But my experience in organizations has proven time and time again that it is the manager who makes or breaks the engagement for their team.
If you don’t trust your boss, you’re not likely to stick around for the outstanding dental plan.
The Manager’s Role
What can you do engage the people on your team? Since we’ve just started 2013, I’d like to suggest 10 resolutions – each one can help up the engagement level on your team:
- Demonstrate a sincere interest in the individual well-being of the people on your team
- Show trust and confidence in the job being done
- Explain how the work your team does contributes to the goals of the organization
- Manage stress levels at work
- Create flexible work arrangements
- Staff to do the job “right”
- Encourage new ideas
- Initiate effective career development conversations
- DWYSYWD – do what you say you will do
- Keep your-self engaged
Is your team ready to take on the challenges of 2013? Are you engaged and motivated? What are you doing to increase employee engagement? I would love to hear your thoughts!
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Image Sources: static.guim.co.uk
- The 3 types of employee engagement at high performing companies (compensationinsider.com)
- New Research: How Employee Engagement Hits the Bottom Line (blogs.hbr.org)
- Employee engagement is key for success (blogs.independent.co.uk)