Leadership and Engagement – why is this important?
What are you doing to develop your managers? Are they representing leadership from the front?
There are lots of materials out there on Leadership and Employee Engagement. A large amount of research has also taken place over many years.
Gallup have conducted research into employee engagement over the last 25 years. Gallop’s Q12 survey is also considered the most effective measure of employee engagement.
Further more, you now 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. Surveys can be detrimental to employee engagement, but very little is done with the information.
This is also how you can get the best out of your people this year. In addition, link 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?
Driving Engagement Through Leadership
To measure the effectiveness of your leadership team, you should be testing your managers on the above questions. If they are ensuring your staff can answer these questions positively, 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.
This shouldn’t be difficult, and if you have an in-house HR resource, they could be carrying out this for you.
For example, Q1 – As a manager, have regular, meaningful conversations about what is expected of employees?
For Q4, have your managers given feedback to their people?
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.
These are just some examples of things you could be doing. Although, there are 12 key things you should be measuring.
Why not include this subject in your leadership/management meetings. More importantly, check in with your staff to ensure these things are happening?.
For more information, contact us at The HR Booth on 01383 668178 or email us through our website.