Thank you for listening to The Champion Forum Podcast with Jeff Hancher. It is likely that more than a quarter of your employees are at a high-risk of turnover. In this episode, Jeff talks about the effects of unengaged employees and what you can do to change it. Organizations that fail to engage their employees will lose their top talent. Businesses that do engage their employees will reduce staff turnover, improve productivity and efficiency, retain customers at a higher rate, and increase their profits.
Three Types of Employees
Engaged - The rarest type of employee (13%), they are passionate and connected to their company. They are innovative and go above and beyond to push their company forward.
Not-engaged - “Checked out.” They do what they are told, but they do not put any energy or passion into their work. They can easily be transformed into engaged employees, but only if you look for them.
Actively Disengaged - These employees are so unhappy and disconnected from their work that they actively undermine what other people are doing.
Q: What kind of employee are you? What do you think that you can do to be more engaged in your work? How has someone encouraged you to be more engaged?
You can create engaged employees by creating MAGIC
Meaning: Your work has a purpose beyond your task list.
Two types of meaning contribute to being engaged:
The work itself produces the meaning that the individual feels.
Not found in the work but what the work enables you to do away from the work environment.
The workers there may never see the final product and realize the greater good they are doing without the communication from a leader.
Beware of satisfaction factors!
Satisfaction factors include perks such as free coffee, arcade games, and ice cream socials every week.
These perks are fun but can lead to temporary engagement.
When taken away, these perks can cause more problems.
Autonomous organizations focus more on what gets done with less concern for how it gets done.
Autonomy is not about letting people do whatever they please with no supervision. Your role is to give them to tools and structure to perform and get out of their way.
Autonomy is an essential ingredient to engage your workforce.
You need to ensure that your team is being stretched and challenged in ways that result in personal and professional progress.
People want experiences that challenge their minds and their skills and afford them a chance to become more marketable.
Growth is not just a promotion. It is the desire for accomplishment, mastering new skills, and reaching goals.
Take inventory of what you can do to make your employees more well rounded and add value to their journey.
People need to see progress in their work and know that they are making a difference.
Without the ability to see the impact of their work, your team is on an aimless pursuit.
Lack of connection leads to isolation.
Community is built through common experiences, shared values, and trust.
True trust is built through action and will connect the members of your team.
Q: Which of the components of MAGIC makes you feel the most engaged in your work environment? Describe a time when one of these components was missing from your work environment. How did it make you feel? How did it affect your productivity and engagement?
If employees truly are a company's best asset, then leaders and managers should make caring for them a priority. Organizations have a valuable opportunity to transform their employees' work experiences into ones that are fulfilling and motivating and that allow workers to bring their best to work every day.
Make a list of what you are currently doing to help your team understand the meaning behind their work. Rank the effectiveness of the incentives from best to worst. Consider questions like, “Does this incentive help my team understand why their work is important?” and “Would my team’s understanding of their role be diminished if I removed this incentive?” Evaluate your list and decide what needs to be removed and which initiatives you should focus on.
Help each member of your team identify an area that they can grow and support them in their pursuit. When possible, help your team members get access to a class or seminar that will help them grow. Remember that their growth area does not necessarily have to relate directly to their current work. Pay attention to their personal goals and help them see growth in those areas as well.
Identify one or two of your team members who would fall into the “not-engaged” group. What are their strengths? What are their weaknesses? What are their goals? Brainstorm one way that you can actively engage these employees over the rest of this quarter. Remember to think of them as individuals, not just team members.