A week ago, we asked leaders to tell us what their biggest team challenge was currently. One hundred and ten (110) leaders weighed in. The results are highlighted in the graph.
These results are not surprising. Just today, Gallup released their 2023 Insights on the State of the Global Workplace Report. As in our survey, they found that the level of engagement in Canada and the US still hovers around 33% - a level that has remained stubbornly low over the past decade despite a significant increase in the use of employee engagement surveys.
So, what’s can leaders do about it?
The answer is: A lot.
In the same report, Gallup found that 70% of the variance in team engagement can be attributed to the manager. And the best managers with the most engaged teams build an ongoing relationship with their employees through meaningful, one-on-one conversations. These conversations include recognition and appreciation of recent work, discussing current goals and priorities, making connections between staff, and focusing on what employees do well. And they don’t need to be long – just 30-45 minutes is often enough to create a significant difference in employee engagement.
Another productive way to engage your team is to work with them to craft the future of the team itself. This can include the creation of a team mission or operating principles, alignment around the team operating environment or discussion about roles, accountabilities, and decision making within the team. It can also involve a discussion around team performance itself and what the leader and team can do together ensure they continuously improve their collective results.
Neither of these options are difficult, but they do take time and a leader’s capacity and willingness to listen and make changes. The alternative is for leaders to keep doing what they’re doing and continue to get what they’ve got – 67% of their workforce either not engaged or actively disengaged and nearly half (49%) actively looking for work elsewhere.
If you are one of the many leaders struggling with low employee engagement it may be time for a change. If you’d like help with making that change, feel free to reach out. Our mission is to help leaders create great teams that get great results. We wish all leaders who want to make meaningful change in this area the best of luck – your team and your organization are rooting for you!
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