In last month’s blog post we discussed the 2024 Gallup State of the Global Workplace Report, detailing how employee disengagement has reached epic proportions. In case you missed the startling statistic: the cost of the disengagement crisis to the American economy is $8.9 trillion, or 9% of the Global Domestic Product (GDP).
Fueling this disengagement is a drop in overall mental health among employees, including a dangerous mix of anxiety, overwork, and depression. Not surprisingly, Gallup’s research confirmed a significant contributor to these issues: bad management.
Intentional leadership practices can stem the disengagement epidemic. In this month’s post we’ll explore ways leaders can keep their employees engaged in the short term while also moving the needle toward significant and sustainable improvement for years to come.
Avoid a Cookie-Cutter Mentality
While it is important to maintain an overall team mindset, leaders can boost engagement by looking at their employees as individuals with unique communication needs, motivations, and values. The best leaders pay attention to what makes their employees light up. Is growth important to them? Recognition? Family and community? Learning new things?
Sharp managers go to bat for their employees--directing them to new opportunities and shaping their job responsibilities toward what fits each team member best. Going one step further, these leaders help their team understand each other’s strengths and differences, and encourage collaboration and an acceptance of diverse opinions. This increase in mutual understanding among all parties contributes to a harmonious workplace, along with a natural increase in engagement.
Ensure Employees Have What They Need to Get the Job Done
To do their jobs well, employees need a variety of resources. Materials, software, equipment, education, and additional staff support—the list can be deep and wide, and, of course, not all can be supplied at once. But when a leader focuses exclusively on outcomes, ignoring what it will take to get there, team members are left feeling unappreciated, hindered, and even paralyzed when it comes to their workload: a surefire recipe for disengagement.
Good leaders listen to their employees. Along with relaying the organization’s long-term vision and goals, they see it as their responsibility to secure the resources needed to achieve those goals. When they have what they need to accomplish their mission, employees notice it, feel valued, and engagement rises.
When employees are supported, encouraged, and trained with the skills they need, the overall health of the organization benefits. Truly great leaders act as coaches, guiding team members as individuals, and as a group. They direct them toward problem-solving and embolden them to lean on their own knowledge. They pay attention to how their teams are functioning: are they collaborating? Communicating? If not, why?
Strong leaders work with their teams to make sure all roles are clearly defined and understood. Should a correction need to be made, they offer on-the-spot feedback. And they hold frequent discussions with their employees to unearth what motivates them and in what ways they want to grow with the company. Tuning in to how each worker fits into their company’s future, they give their team members a reason to feel appreciated—and engaged.
When a leader is effective, they are seen as partners rather than superiors. They create a safe and productive environment where employees feel heard, understood, and championed. In return, employees respond to these leaders with increased creativity, improved problem-solving, and a willingness to go above and beyond.
Gallup’s report revealed that leadership is responsible for nearly three-quarters of the variance in team engagement – positive or negative. Are your leaders undermining your employees’ engagement? If your answer is in doubt, we’re here to help. Our leadership development programs, team development experiences, and consulting services are all designed to build the leaders you need for today’s challenging workplace. Contact us today to learn more.