New Rules for Employee Engagement: What Works Now

New Rules for Employee Engagement: What Works Now

MOVING PAST GRIEF:  As I wrote in my May 26 Monday Memo, many of your people are grieving the loss of what we all thought was “normal.”

While it may seem like an effective strategy to just tell everyone to “get back to work” as many organizations reopen, that’s unlikely to be successful. Instead, while we help our associates process and release the loss of their old lives, we need to offer more.

ENGAGEMENT DURING “NORMAL” TIMES:  Even during the best of times, surveys consistently show that around 45% of employees are not engaged, only 29% are engaged, and 26% are actively disengaged. These depressing numbers haven’t budged for years.

NEW DISENGAGEMENT FACTORS:  While many employees are afraid of losing their jobs or the lurking virus, those fears are unlikely to translate into engagement. Even though fear may sometimes motivate, more often fear leads to paralysis or depression. In addition, the recent protests and movements over police practices have thrown many workers into a state of distress. Also, more remote work may motivate some yet distract others who are coping with kids, pets, or the laundry while they attempt to work. Read some of my tips for effective remote working: The Three Best Ways to Use Remote Tools to Lead Your People Now

While many of us like to think we’re effective multi-taskers, recent brain research shows that’s a myth.

What Should You Do?

Follow these eight new rules for employee engagement:  

1)  ALLOW APPROPRIATE EXPRESSIONS OF EMOTIONS: There is no one-size-fits-all right now that reflects what people are feeling, but help your employees use emotional intelligence to express whatever they are experiencing.

2)  FIND THE FACTS: Pricey and yearly employee engagement surveys have swept the market in recent years but many of them ignore two factors: 1) things change quickly; and 2) different parts of your organization have different drivers. My experience shows that shorter and more frequent “pulse” surveys that reveal these subtleties are more successful. Also, make sure that your leaders practice deep listening to find out what is really going on for your associates.

3)  RAMP UP INCLUSION AND UNCONSCIOUS BIAS EFFORTS: Recent news events have shaken the nation and your employees are not exempt. People of color, as well as their numerous allies, will need to know that you support change.

4)  FOCUS ON FUNDAMENTALS:  While not everyone zones out at work because of problems with their direct supervisor, many do. Make sure that your leaders understand and utilize the best practices of performance management and coaching.

5)  LEARNING AND DEVELOPMENT:  Surveys consistently show that opportunities for learning and development rank second only to compensation when employees assess their feelings about their work. While many of those efforts came to a screeching halt during lockdown, now is the time to renew these efforts.

6)  DEVELOP STRONG LEADERS:  While leadership is always important, now more than ever, people are looking for models and leadership in order to feel safe and engaged.

7)  BUILD UP GANG LOYALTY: Cohesive teams are engaged teams. Both soldiers in foxholes and successful sports teams work harder for their cohorts than for their leaders. Don’t neglect this step.

8)  MEANING AND COMMUNITY: The most engaged employees are also those who can find the most meaning in their work. Especially after what most people have experienced in the past few months, they are hungry for meaning and understanding in their lives. That meaning may come from a feeling that they are an essential part of the whole organization and that they support the mission, or pride in their group’s contribution to the community. Help people find and sustain meaning.

What Do You Think?

What is your experience right now with employee engagement? Call or write us at: Call or write us at: 303-216-1020 or Lynne@workplacesthatwork.com