There seems to be article after article written about studies on employee engagement, and the figures are startling. The studies state that 30% of your workforce are actively engaged, 30% are actively disengaged, and you have a movable middle of about 40%.
There are some things that you can do to increase employee engagement:
First, communicate richly with your team. Explain who you are, what you expect from them, and where you are taking them. The who you are are your values. The what you expect from them are the goals, and where you’re taking them is your vision of the organization or department.
Next, when you work on your goals, base your performance management system off SMART goals. (specific, measurable, attainable, realistic, and time bound).
Lastly, focus on your constituents’ strengths. Gallup defines strengths as finding the intersection of what you’re good at and what you love to do. Find the strengths of your people and capitalize on them and focus on them.
There is way too much emphasis on trying to round out people’s weaknesses. Instead, focus on your people’s strengths.
If you: 1) communicate richly 2) base performance on SMART goals and 3) focus on your constituents’ strengths, you will get that movable middle to move into highly engaged.
If you have questions about employee engagement, please email me: firstname.lastname@example.org
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