We agree employee engagement is a priority, it is not an easy task, and the benefits are worth the exercise. We can now better identify the process and make the required adjustments to begin the process of engaging engagement.
Yes, I could not help myself right there.
As you begin the engagement process, pushback will be like anything else.
Expect that. Embrace it. You might find those doing the greatest pushing are the ones who must exit stage left first. A pretty good hunch right there. These are most likely your 18%ers. Some will surprise and disappoint you as you identify this. Others will delight you in their commitment and willingness to step up engagement.
JRCI Employee Engagement Lifecycle
1. Pre-Hire Recognition and Recruitment
2. Hiring and Position Matching Process
3. Onboarding Process with Expectations and Deliverables
4. Employee Engagement Process – Commitment and Accountability
5. Recognition/Advancement
6. Promotion or Termination
7. Engaged / Retired Alumni
"If this then is the expected lifecycle of an employee, How do I keep engagement and productivity? And on a limited budget?"
-Jeff Rogers
This is a fair question. My answer is, "With a lot of hard work and true authentic honesty, even when it hurts." Here is where truth, candor, respect, commitment, accountability, expectations, deliverables, desired outcomes, and results mean something or do not.
Download the full document now for all the really good stuff!
Here is where transparency matters. I agree there are levels of appropriate openness. But when your action does not match your words, it is time to level up with the team to maintain and enhance engagement. So here lies a hint for you. Engagement derailment or enhancement matters most when tough decisions are on the line. Yes.
How do I keep momentum then and continue to build engagement on my teams?
Engaged employees – 30 %
Not-engaged employees – 52%
Actively Disengaged – 18%
"But Jeff, this might be other teams but not mine!"
This boat tells the tale of what we, as leaders, are up against every day. As I explain this chart to many leaders, they say, "But Jeff, this might be other teams but not mine!" and I respect that. With additional conversation, they associate different team members with these three groups.
How to improve employee engagement and retention within your organization
To support the 30% with everything you have and influence that 52% in the right direction is your best use of resources. Yet many of us try to change the unchangeable 18%ers and waste everyone's time.
I do not believe this to be a pick-three menu at your local restaurant. Instead, I think this is a "You must do all of this all the time, even when it hurts." When you have these balls in the air, something magic happens.
Remember, if you are not getting the desired outcomes and results you seek, the problem is somewhere in the process. Then add the people, and it all gets weird quickly.
By now, you know what to do. Go do it!
This content was initially posted to Jeff Rogers Coach weekly email, Business Tip Tuesday. Sign up for Business Tip Tuesday below to get tips to help you and your business grow Personally, Professionally and Organizationally.
