Leadership: Are You Engaging or Disengaging Your Staff?

Leadership Demands Keeping Employees Engaged

Imagine you hire some great, young talent and they are really “kicking butt” and making a big contribution. However, after the first year, it’s obvious the honeymoon is over.

In addition, you have some loyal, long-term folks who are physically present but mentally absent. In both cases employee dissatisfaction or disengagement is hurting productivity, the customer experience, sales and your culture. Motivation is waning.

Savvy CEOs and business executives recognize a highly engaged workforce is one of the keys to deliver on your brand promise and financial success. So what’s the answer? We say people in leadership positions need to step up and lead in high definition™!

High definition leaders enjoy connecting, coaching, developing and encouraging team members in ways that significantly impact their overall experience and satisfaction. When any of these three things stop, I can assure you, disengagement and dissatisfaction set in.

#1 Ongoing Development and Learning

It’s important to note that for the fastest growing segment of the workforce, Millennials, personal development is a driving motivator. Most employees are excited when they start a job but once they become proficient at their work, apathy or boredom often sets in.

The antidote is for leaders to ensure there is a way for them to deepen their skills, increase learning and receive consistent coaching from a manager or a mentor.  This could include career pathing in a large organization. However, even small businesses need to ensure their leaders spend time coaching and developing their people on a regular basis.

#2 Participation in Other Areas and Opportunities

Some of the most disengaged employees are the ones who are isolated. In many companies, we often see departments functioning as “silos” with employees insulated in their own little world. This often causes the “us and them syndrome” leading to poor internal collaboration, poor service, lack of buy-in and feeling unappreciated.

The answer is to expose your employees to other areas and opportunities to get involved. Have support staff visit frontline staff, go on a sales call, sit in on a management staff meeting and broaden their perspective on their role and how they can contribute.

#3 Recognition, Appreciation and Celebration

While this is certainly not a new concept, it’s quite alarming how this proven, low-cost method of improving motivation and morale is ignored. Over and over we see lack of recognition as a top complaint on staff satisfaction surveys.

This is not about money or incentives, but rather a personalized and authentic expression that you value the person, their work and their contribution. Whether it is a personal handwritten note from a manager, phone call from an executive or public praise at a meeting, people are hungry to know they are appreciated. These employees were so excited you would have thought they’d won the lottery. Businesses that host frequent and fun celebratory events also have minimal turnover and happier employees.

Whether they lead a sales team, manage a support function or are a CEO, your leadership team must work at engaging their staff. High Definition Leaders™ think of themselves as Olympic coaches and servant leaders committed to helping each team member “go for the gold.” Every organization needs – and wants – high definition people^® and leaders!

Thanks for reading! I welcome the opportunity to deliver a tailored and dynamic program at your conference and inspire your leaders to take action!

Barb

Barbara Sanfilippo, CPA, CPAE
An Expert at Moving People to Take Action!
High Definition People^®

P.S.  If you’re planning an employee meeting, kickoff event, leadership retreat, etc., read six factors Barb delivers on and watch my demo video to see how I’ll engage and inspire your employees to achieve your 2018 strategic objectives. Let’s plan an exciting and informative motivational presentation or workshop at your leadership, sales or all-employee meeting!

“Barbara was electrifying!”
“One of the best speakers of the conference. Please bring her back!”
“Absolutely top notch! Definitely gave me something to add to my tool box.”
“Amazing! WOW, LOVED IT!! I needed this.”

– American Academy of Medical Administrators

P.P.S. Watch for the debut of my new book in 2018, a business parable written to equip leaders and their staff with a fun and easy tool to build awareness of the need to improve their self-management skills and relational ability.