Employee Dis-Engagement: What’s a Manager to Do?
The cost of employee disengagement is extremely high, one study citing as much as $350 billion per year is lost due to disengagement. And the number one person credited with both high employee engagement as well as low employee engagement is…. drumroll… the manager.
Yes, the manager controls employee engagement. Quality Circles, Consultants, and Psychologists have said for years that you “cannot motivate others, you can only create the environment conducive to self-motivation. “ And I agree with this. Managers have the power to set the tone for a motivational environment or a non-motivational environment.
Some ways to accomplish this:
- Hire team players with distinct hard-skill talents as well as soft-skill talents
- Involve your employees in big-picture strategic planning
- Know the mission/vision of the company and share it regularly
- Position your employees in jobs that suit their natural abilities
- Talk to your employees regularly. Really T A L K!
- Listen to your employees regularly. Really L I S T E N!
- Reward excellent work, work ethics and habits, and engagement
- Address non-performers and nay-sayers
- Recognize and celebrate excellence and achievement
- Leverage individual and team strengths
- Provide coaching, counseling, and performance programs for non-performers
- Provide encouragement when people are disappointed or unhappy
- Let everyone on the team know you care about them as a person and as a team-member
- Know your team’s motivational styles
A good manager…
- Celebrates employee accomplishments
- Catches people doing things “right”
- Recognizes and rewards T I M E L Y
- Recognizes publicly
- Sets a positive example
- Has a vision and shares the vision
- Communicates regularly