Workplace engagement is alarmingly low. Gallup reports that only 30% of employees are truly engaged in their jobs. That means a staggering 70% are just going through the motions. Even more concerning? A whopping 88% of employees leave organizations due to job dissatisfaction. The message is clear: if you’re not addressing engagement, you’re setting yourself up for high turnover and a disengaged workforce.
Engagement Starts with Leadership
Engagement isn’t about flashy perks or superficial incentives. It’s about leadership. Employees look to their managers and leaders for direction, motivation, and a sense of purpose. When leadership fails to inspire and connect, engagement falters. If managers aren’t setting clear goals, recognizing achievements, or supporting their teams, employees see no reason to invest themselves in their work.
The Frontline of Engagement
Managers and team leaders are on the front lines of employee engagement. They directly impact the day-to-day experience of their teams. Unfortunately, too many managers are fixated on tasks and metrics, neglecting the human side of leadership. Employees need more than just deadlines—they need support, recognition, and a reason to care.
Managers must become coaches, mentors, and motivators. Connecting with team members on a personal level, understanding their strengths, and fostering their growth are crucial for boosting engagement. When employees feel valued and supported, they’re more likely to be invested in their work.
Set the Tone
Top leadership cannot escape responsibility. The culture of an organization is shaped by its leaders. If the C-suite isn’t prioritizing engagement, it’s unrealistic to expect managers to do so. Leadership must actively promote a culture where engagement is a priority and not just a buzzword.
Leaders must demonstrate their commitment to engagement through actions, not just words. This means investing in manager training, encouraging open communication, and creating an environment where every employee feels their contribution matters. This is not just by setting up special groups, but a culture shift that leadership needs to make in order to be one of serving the employees by generating a culture of appreciation and respect.
If you want to reduce turnover and boost productivity, focus on what really matters… Making your employees feel valued and connected.
It’s time for leadership to step up and turn those numbers around.
Businesses wonder why it is still hard to be thought of as the brand of choice with the best customers and top employees. How can our business make more profitable transactions and stay out of the commodity battle with low profits? How can we land and keep top talent in our organization with the salary wars. Kevin teaches your sales and leadership teams how to build the key ingredient to be successful with their relationships and take your goals to the next level with high levels of engagement.
Stop Gambling And Start Winning With Others: https://www.kevinsidebottom.com/stopgambling
Kevin’s website: www.kevinsidebottom.com
Kevin’s email: kevin@kevinsidebottom.com