According to a recent Gallup Research Poll, 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐃𝐢𝐬𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 has reached a 10-year low. WOW! “About 31% of the employees surveyed were engaged in their work, while 17% were actively disengaged.”
Employee engagement trends matter for organizational leaders because declines signal potential vulnerabilities for businesses.
Most people abhor change because of the “anxiety factor.” It is a deep-seated fear we ALL possess as human beings. Each new generation builds upon the previous generation by ushering in new paradigms, innovative ideas, and enhanced creativity. I speak extensively about the inclusive behavior of tapping into 𝘌𝘮𝘱𝘭𝘰𝘺𝘦𝘦 𝘐𝘯𝘵𝘳𝘪𝘯𝘴𝘪𝘤 𝘔𝘰𝘵𝘪𝘷𝘢𝘵𝘪𝘰𝘯, which can and will skyrocket employee productivity, satisfaction, and happiness.
I created the C.H.A.N.G.E. acronym to keep me centered on consistently listening and responding to my employees, customers, leaders, and vendors’ ideas:
- 𝐂𝐎𝐌𝐏𝐀𝐒𝐒𝐈𝐎𝐍– Every respected leader I have ever worked with exhibited a high level of compassion. Sincere daily check-ins with employees allow you to keep the pulse of your employees. Ask questions such as Are You Ok, What Can I Help You With, or Any New Career Aspirations?
- 𝐇𝐄𝐀𝐑𝐓 𝐄𝐍𝐄𝐑𝐆𝐘– This is where the magic happens. I modeled my leadership style upon Heart Energy instead of arrogance, ego, and control after watching iconic retail leaders accomplish herculean feats by empowering and supporting others. Do You Genuinely Care About People?
- 𝐀𝐔𝐓𝐎𝐍𝐎𝐌𝐘– is the 𝘪𝘯𝘴𝘱𝘪𝘳𝘢𝘵𝘪𝘰𝘯𝘢𝘭 𝘦𝘯𝘦𝘳𝘨𝘺 that will allow employees to express their creativity wholeheartedly. Genuine autonomy exists when employees and leaders are encouraged to make decisions, unleash their creativity, develop and implement innovative ideas, and engage in personal expression.
- 𝐍𝐄𝐂𝐄𝐒𝐒𝐀𝐑𝐘– Now, more than ever, leadership must adapt to the New Retail Ethos. Employees are speaking loud and clear and are demanding leaders who will listen and respond to their ideas, suggestions, and concerns. I cover the [Importance of Promoting the Right Leaders] in my Top-Selling Online Course “𝐓𝐡𝐞 𝐔𝐥𝐭𝐢𝐦𝐚𝐭𝐞 𝐑𝐞𝐭𝐚𝐢𝐥 𝐂𝐨𝐮𝐫𝐬𝐞.”
- 𝐆𝐑𝐎𝐖𝐓𝐇– is a component of my G.A.P. Strategy. Do your employees feel like they can have a career in your organization? Do you compensate your employees fairly? How are your training programs? How is your onboarding program?
- 𝐄𝐍𝐆𝐀𝐆𝐄𝐌𝐄𝐍𝐓– the latest Gallup Poll says it all. Employee Engagement is suffering a 10-year low. I am a staunch advocate for tapping into Intrinsic Motivation with each employee/leader. Every employee has innate skills that can benefit each company.
I look forward to hearing your thoughts, perspective, and insights.
Great representation of engagement as a tool for staff engagement.
I would say that it is beyond question that today it is unthinkable to conceive of dependent work only as a question of “work performance”, but it is essential to pay attention to more “human” aspects, including involvement. The employee who feels involved, if he perceives his role as relevant within the company, feels an active part of the organization and, with equal skills, will prove to be more efficient and collaborative than an employee who is not engaged.
Therefore, an “informal chat” is also useful first of all: dedicating a little time to talking to workers, showing yourself open towards them, gathering opinions in a constructive dialogue can be a good start.
Furthermore, observing employees intent on their activities is very important. By paying attention to individual and collective behavior and implementing some measures in managing the relationship with people, it is possible to improve the level of involvement.
Aldo,
Thank you for stopping by today. I truly appreciate your support, engagement, and kindness. I thoroughly enjoyed your detailed and heartfelt sentiments.