Employee engagement is something that needs to be tackled at the employee, function, and organizational level simultaneously. Employee disengagement is something every manager needs to be aware of because it’s like a slow drain on overall organizational effectiveness. People aren’t doing a bad job, but they’re not motivated to think differently or give that extra bit of effort for higher quality, customer satisfaction, teamwork, or skill development. A simple phrase you can use to focus your efforts is:
- Head: Ensuring employees possess an intellectual understanding of the organization’s focus, priorities, and challenges in a comprehensive, coherent way
- Heart: Ensuring employees truly care about the organization’s purpose, focus, coworkers, clients, and their role in the larger picture
- Hands: Ensuring employees, teams, and the organization are capable of executing the organization’s strategy via the unique combination of skills, knowledge, organizational capital, systems, etc.
What’s your definition of engagement at your organization, and how would your employees score their level of engagement? Improving engagement is not a simple task, and often involves assessing and developing your leaders, recruiting new executives, optimizing your total rewards, and addressing both your organizational culture and capabilities simultaneously.
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Adaptive Talent is a talent consultancy designed to help organizations achieve amazing results and ongoing adaptability. Founded in 2008 and based in Vancouver, Canada we offer retained search, assessments, total rewards consulting, training, leadership coaching and development programs, and culture & organizational development consulting.