Whether you’re a CEO, senior manager, or recent college grad just entering the workforce, I have no doubt that you’ve been hearing the term “employee engagement” all over the place. Because many companies are performing so poorly in this area – 70 percent of employees are disengaged according to Gallup – it’s on everyone’s minds.
Employee engagement is not about pleasing people with extra vacation days or busting the afternoon slump with free cappuccinos. It’s about helping employees connect their work, and their passions, to your organization’s goals. It’s about empowering people to deliver to their full potential by executing their company’s strategy – because they understand it. It’s about making sure they know how their responsibilities impact the business – because all employees play a role in an organization’s success or failure.
So, if we know it’s possible to achieve positive employee engagement by helping everyone understand the organization’s strategy and how they relate to it, then why are so many companies missing the mark?
Here’s the reality: managers are the conduit between the strategy (delivered to them by the leadership) and the frontline employees who have responsibility for bringing the strategy to life. Positioned as the “middleman,” a manager can either be the choke point or the enabler. Highly effective managers connect and engage with employees in a way that allows them to, in turn, connect and engage with the business.
Creating Great Managers – The Coaching Mindset
How can a manager go from good to great and do a better job at creating engaged employees? It’s time to think like a coach. No, this isn’t a new responsibility that you need to tack onto your to-do list. It’s simply a mindset shift in how you relate to and talk to your people.
A great manager knows how to unleash the potential of individual employees by building true, meaningful connections. Need some guidance to make this happen? Acting as a coach who knows how to ask Powerful Questions can bring out the best in your people.