What are you doing to develop your managers? Are they leading from the front?
There are lots of materials out there on Leadership and Employee Engagement, and tons of research has been conducted over many years.
Gallup have conducted research into employee engagement over the last 25 years, and there Q12 survey is widely regarded as the most effective measure of employee engagement in your organisation.
Now, you don’t need to purchase the Q12 survey, or other employee engagement surveys to measure employee engagement. I’ve worked in organisations who did conduct employee surveys, however very little was done with the outcomes and this is detrimental to employee engagement.
This is how you can get the best out of your people this year, linking the 12 questions Gallup ask to your own business.
What are the 12 questions?
- Do I know what is expected of me at work?
- Do I have the materials and equipment I need to do my work right?
- At work, do I have the opportunity to do what I do best every day?
- In the last seven days, have I received recognition or praise for doing good work?
- Does my supervisor, or someone at work, seem to care about me as a person?
- Is there someone at work who encourages my development?
- At work, do my opinions seem to count?
- Does the mission/purpose of my company make me feel my job is important?
- Are my co-workers committed to doing quality work?
- Do I have a best friend at work?
- In the last six months, has someone at work talked to me about my progress?
- This last year, have I had opportunities at work to learn and grow?
To really drive engagement in your business and measure the effectiveness of your leadership team, you should be measuring your managers on the above questions. If they are ensuring your staff can answer these questions positively, through their daily actions, then you will have good levels of engagement. If you're serious about improving the performance of your team, you need to be holding these conversations with your managers consistently.
This shouldn't be difficult, and if you have an in-house HR resource, or work with an external HR company, they could be carrying out sense check that your managers are doing these things.
For example, for Q1 - do your staff have job descriptions but more importantly do your managers have regular, meaningful conversations with them about what is expected of them?
For Q4, have your managers given feedback to their people?
For Q6, are your managers encouraging development, or does someone else in your business do this? Remember, one of the key reasons people leave organisations is due to a lack of personal development or training.
These are just some examples of things you could be doing, but as you can see, there are 12 key things you should be measuring.
Why not include this subject in your leadership/management meetings, but more importantly, check in with your staff to ensure these things are happening? You might just be surprised at the positive impact this could have on your business.