Hack No. 1. Recognize engagement as a verb! It’s how you engage operationally, day-to-day, to achieve remarkable business results.
Although increasing numbers of leaders and firms are
understanding #whatisgoodforpeopleisgoodforbusiness, with the best intentions, new managers can struggle to #engage their people. They don’t yet grasp how to create a safe, engaging, productive, and sustainable workplace – a huge ask of new leaders! They have so many plates to spin just to get through a day.
= That’s not a culpability issue. It’s a capability and experience issue.
We have not spent near enough time focused on our frontline, new leaders - engaging, enabling, and energizing them to convert the management and leadership competencies we may train, into practical behaviors new leaders can use.
Some of the reasons are a lack of understanding that engagement is a tough operational imperative not a soft HR issue. It’s actually a hard skill that enables soft people power to achieve results.
Think about it. Pre Covid, up to 85% of employees were not engaged. So, no one was getting it right then either. It’s surprising companies got any work done!
We’ve now seen the outcome - the 3R’s – Resignations, Retirements, and life Rethinks – leaving us with skills shortages and burn out at every level.
#CallToAction Get in the game and learn more about how to really develop your engagement muscle. #LeadReal How you engage with people by day goes home with them by night. What you do each and every minute of the day impacts engagement. It's a doing word!
CapGemini's recent People Experience report goes a long way to explaining why.
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The Q4 Challenge. Post-sized Hacks to help leaders better engage, enable and energize their teams, and improve their operational results - before year end.
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