Improving Performance Through Employee Engagement

According to Deloitte’s Shift Index survey, as much as 80% of people are dissatisfied with their jobs.  Miserable jobs drain people of their energy, confidence, and self-esteem. Miserable jobs also have a huge impact on an organization, its productivity, turnover, morale – and its bottom line.

Here are three core culprits of workplace dissatisfaction. Start addressing them today to stem the tide of dissatisfaction in your workplace.

Anonymity: Employees feel unknown or invisible at work.

Many managers make a point of mentioning the successes of a particular team member in front of their peers. While this is a good tactic, you’ll find that a personal stop by their desk or office, or an intentional phone conversation to recognize successes (big or small) will pull your team members out of their sense of anonymity.

Irrelevance: Employees sense the work they are doing has no impact.

What is the actual impact of each person on your team? Can you state that impact in one or two sentences? Better yet, can they? Use 10 minutes at your next weekly meeting to pose the question and have each of them reply. If they can’t do it at a moment’s notice, help them crystallize their own impact, so it is always on the tip of their tongue – and yours!

Immeasurement: Employees are unable to measure their contribution or success.  

Measurement is a classic business problem that has been dogging us for decades, and no matter what tools we employ, it can be difficult to maintain consistent measurement in today’s workplace. Projects are fast paced, goals shift as needed, and unknown variables pop up. In this case, instead of quantifying each person’s contribution, consider giving each component of a project a value, and explain that value to everyone. This way they know what has importance to the team and organization, and the value you assign to their contribution.

In his new training package, Managing for Employee Engagement, Patrick Lencioni faces these three issues  and gives solid insight on how to improve your workplace and, as a result, productivity.  At the HRDQ Store, we offer a free FAQ download about the training package.

Don’t miss this one!

2 Comments on “Improving Performance Through Employee Engagement

  1. Great post. The recession has made employee engagement a lost art. When executives believe that all employees are easily replaceable and there is a line of unemployed talent just waiting to come on board, you end up with Deloittes 80% statistic. Let’s hope employers read and pay attention to your advice. Well done.

  2. Our customer service team was deeply impacted after reading this book and exploring this workshop. We now have a solid understanding of our personal role internally and externally, maximizing individual strengths and informal training to overcome challenges. We share daily thank you’s describing to others how they have contributed to our success, even on the smallest task. And I think it’s becoming contagious with other departments. We’ve always been a collaborative, positive unit but this learning really took us to a high performing team!

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