Engaging, Inspiring and Motivating Others
The ability of an organisation to not only attract and develop exceptional talent but also to foster long-term engagement is a pivotal factor in its success. Research underscores that employee engagement, where individuals bring their utmost commitment and authentic selves to work, is not merely a luxury but a critical business imperative. It is intricately linked to various performance metrics, including productivity, profitability, and customer satisfaction, extending beyond mere retention.
However, national studies indicate a concerning trend: a substantial 56% of new employees disengage within the first six months. Without a conducive organisational culture, even vibrant and enthusiastic new hires may find themselves disconnected in the workplace.
In light of these challenges, what proactive steps should leaders take to not only attract but, more importantly, sustain high levels of employee engagement and commitment?
The ‘Engaging for Success’ report identified four key drivers to employee engagement:
- Strategic Narrative
- Engaging Leaders
- Employee Voice
- Integrity
Here we explore each of these drivers in turn:
1. Strategic Narrative – Share the Vision
When employees can see how their individual goals fit into the big picture – how they are contributing to the overall company mission, vision, purpose – they are even more engaged, productive and effective. Professor Steve Kempster, one of our masterclass speakers, likes to remind our delegates of the story of the two quarry workers. When asked what they were doing, one quarry worker explained that they were cutting rocks, while the other described that they were ‘building a cathedral’. It is the second man who can see the link between his day-to-day role and the overall company goals who is more motivated and will bring his best self to work.
How can you make sure that individuals in your team or department or organisation see how they are contributing to the bigger picture?
2. Engaging Leaders – Create the environment for success
A good manager can create a positive working environment where staff are motivated and productive, whilst at the other end of the scale, a poor manager can create a toxic atmosphere in the workplace leading to high stress levels and low engagement.
However, while those in management and leadership positions are often promoted to that role due to their technical expertise, research shows that those same technical skills are the least important of the behaviours needed to effectively lead people.
Imagine a workplace where individuals know what their individual objectives and responsibilities are; where people are motivated and engaged to take ownership and achieve those objectives; and where they confidently and competently solve problems, make decisions and feel able to take responsibility for their mistakes - and learn from them.
By investing in leadership at all levels in your organisation you can give your managers the tools, knowledge and confidence to create an environment for their teams which encourages people to bring their best selves to work.
Three quarters of employees want to learn at work and 94% say they would stay longer at a company that invested in their learning, so providing opportunities for your next generation leaders to learn and improve can also improve engagement, retention and development of your most talented employees.
Providing learning opportunities for next-generation leaders can improve engagement, retention, and the development of talented employees.
3. Employee Voice – Listen more
Your employees will inevitably be the ones who are closest to your customers, your processes and your products or services, which means they are usually the people with the right information to make the best decision and the ones with their finger on the pulse of what is happening in your organisation. Take time to listen to what they have to say, show that you value their opinions and then give feedback on what changes you are making as a result of their suggestions.
John Oliver OBE, another of our expert masterclass speakers and a specialist in employee engagement, suggests that a regular Meet the Boss session is a useful way to give employees an opportunity to access key decision-makers, share their views and expertise and ask questions of key decision-makers.
The format should be fairly simple with a number of people being invited to meet with ‘the boss’ (this could be the Managing Director or other members of the senior leadership team). It is preferable, if practical, to have participants come from a single layer of the business to avoid people deferring to their more senior colleagues. The duration should be no more than 45 minutes with attendees primed in advance that they have to come prepared with questions.
Be ready to deal with criticism sympathetically, perhaps even of a personal nature, and try to keep a balanced perspective. However, do not tolerate excessive negativity and be prepared to deflect the debate towards those of a more constructive frame of mind. Done well, these sessions can have a powerful influence on morale and overall ambiance.
How can organisations leverage the insights of their employees to drive positive changes?
4. Integrity – Lead by example
Survey after survey after survey confirms that what people value most in leaders is…integrity. A simple way to describe integrity is that it’s all about:
‘Saying what you will do and doing what you say’
When it comes to creating an environment where people feel motivated and inspired, it is absolutely vital that leaders within the business walk the walk and set the example. Research shows that up to 70% of the culture of a business is influenced by the behaviour of leaders and managers within the business, which in turn has a direct impact on business performance. As bestselling author Steven Covey said,
“What you do has far greater impact than what you say.”
So make sure that leaders and managers within the business demonstrate company values, approach their roles with enthusiasm, motivation and commitment and exhibit the behaviours that you want to encourage throughout the organisation.
How can leaders consistently demonstrate integrity and set positive examples for the organisation?
These four key drivers work collaboratively to create an environment where employees are not just present but actively engaged, contributing to the organisation's success and fostering a positive workplace culture.
If you're interested in delving deeper into these leadership themes, explore our leadership and business development programme for senior leaders, LEAD™. To learn more about LEAD™ or join our upcoming Cohort starting on 18th and 19th April, please get in contact here.
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