The stats are in – engagement matters!
This week Gallup released its annual State of the Global Workplace report. You might not have heard about it, but in our line of work, it is something we pay attention to. There are some positive findings: the global level of engagement returned to pre-covid levels with 23% of employees feeling engaged at work (an all-time high, since the measure began in 2009, more about this later). The report shows that 59% of the world’s employees have quietly quit ( not actively disengaged but definitely not engaged). Essentially this means that 6/10 people are showing up and doing the bare minimum, they are open to other job opportunities and most certainly not contributing as they could. This, according to Gallup “is costing the global economy $8.8 trillion. That’s 9% of global GDP — enough to make the difference between success and a failure for humanity.”
The report very clearly highlights the importance of how managers and leaders show up and how they need to own up to their responsibility of driving engagement as an imperative for business success. Before you say “Oh good another thing you want me to do”, our experience shows Indisputably that engagement starts at the top!
Engagement is no longer a “nice to have”. It is the essence of sustainable growth and business success, and positive life experience. The impact of employee engagement is far-reaching as it affects not only how you show up to do your job, but also how you experience other areas of your life and relationships. The report states “If you are not thriving in work – you are unlikely to be thriving at life.” I could not agree more. I myself have been in a job devoid of meaning and many positive experiences. It absolutely affected every other area of my life. I did not realize it initially, but it slowly permeated the boundaries of my relationships and other life experiences.
Crucially, the report highlights the importance of managers in creating positive and meaningful work experiences that are at the heart of engagement. This is a timely reminder of the importance of enabling and empowering leaders to be more inspiring. Not only does this drive the business imperative, but it is a vital part of employees living less stressful and more fulfilling lives. When we speak of positive work experiences and engagement, we are not referring to the so-called “fluff” – you know the idea that pool tables and bean bags make for an engaging experience. We are referring to the interactions with colleagues, managers, and our work that makes the experience meaningful and inspiring.
We often work with developing leaders in organizations that have realized the importance of equipping their managers and the results are outstanding. Here are some of our learnings about helping managers and leaders create thriving workspaces:
- It starts with self-awareness:
Small micro-changes in how leaders see themselves, their role, and their contribution to the greater organizational goals have significant effects on how they are perceived by their team but also how engaged and valued employees (and the leaders themselves) feel.
2. Trust is critical:
We have seen that the extent of leadership impact is directly correlated with the level of trust employees have in the leadership. Where there is trust, there is more open communication, innovation, and vulnerability. Which ultimately leads to better results for the business.
3. Values matter more than you think:
When people believe in what you believe it makes turning the ship so much easier. The State of the Global Workplace report also reports this – 41% of employees report that a focus on engagement and culture would make their workplace better. They report a focus on respect, recognition, open communication, and fairness to be key drivers in this space – VALUES MATTER!!!
4. Giving people hope:
It isn’t always easy to be the beacon of hope when environments and circumstances feel dismal, but this is one of the most inspiring things that leaders can do. And it doesn’t have to be through big bold statements. It can be as simple as goal setting, reminding people of the bigger picture, or just being human enough to meet people where they are.
The key takeaways for leaders from the report are as follows:
- It is up to the leaders to invest the effort into getting the 77% (a staggering number!) of employees who are not engaged invested and taking ownership of the work they do. Start by modeling accountability and ownership yourself.
- Being engaged and being happy/satisfied is not the same thing. Leaders need to make sure that people feel they can show up and do what is expected of them. This implies feeling heard, having clear guidelines about what they need to be doing, and feeling supported and empowered to make the contribution they need and want to make. They need to know that what they do matters and why it is meaningful.
- Focus on the “quiet quitters”, the people that are still there but have checked out emotionally and mentally. Mentor and coach them, understand what it is they are best at and where their significance lies, invest in their journey in your organization, and do your best to connect with them.
This weekend we challenge each of you, whether you are a manager or not, to think about how your life would be different if you were more inspiring and empowering, or if your manager were more inspiring. We are all about Employee Engagement and Leadership Development! If you believe your organization could benefit from what we offer please do not hesitate to contact us – we would love to hear from you and get involved.
Have a super long weekend – stay warm and travel safe!
At PurposeWorks we are all about Making You and Your Work Rock. Our focus is on Organisational Health and Design, Employee Centered Culture, Leadership Development and Performance Coaching. For more information on how we can help you create a work environment that rocks, develop a great team, become an inspiring leader or unlock your personal excellence talk to us at info@purposeworks.co.za.
