Employee Enagagement

5 out of 60 Cause Execution Blockages

As a leader have you ever looked into your business to discover where the execution blockages are? If you have done this, did you pinpoint the exact blockage points?

Of course, the blockage points are with specific people on your team or in the broader business. There only needs to be one square peg in a round hole for there to be a problem. It does not need to be many people out of place. However, it is often difficult to objectively see who is causing the blockages.

Last week we did an organizational review of a company with 60 employees. Our starting point was to have each employee complete their Business DNA Natural Behavior Discovery. Then we were able to apply talent benchmarks for each role to determine the optimal fit of each person. Our initial external view was that 5 people performing leadership and sales roles were a poor fit.

The leader then confirmed that these 5 people were performing below the required level and in one case a business unit was significantly under achieving its goals. The good news is that the problems were identified and a plan was developed to assign these valuable people to other roles whilst maintaining engagement.

To learn more about the processes you can use to increase employee engagement, please visit www.businessdnaresources.com or email inquiries@dnabehavior.com.

Management Principle: Enthusiasm

People are truly the most cherished resource a company can have, regardless of what corporate officers say or do. And, because many organizational leaders focus on outcomes and not process, they try to achieve an end, but fail to address the systems and processes that create success. Supplying the emotional needs of your employees is essential for both human and corporate health.

Enthusiasm. We all want our employees to be enthusiastic because it’s reflective of a level of engagement. This inward motivation supplies emotional energy and thus physical energy to get the job done. The question is: Where does enthusiasm come from? How can we hire people who are enthusiastic? And, what do we do with people who have lost their enthusiasm? The answer lies in humanity and not in financial incentives. Humans are complex beings comprised of physical, mental, emotional, and social aspects that require care, nurture, and encouragement. Enthusiasm is something that is felt and is usually the result of inspiration. It emerges when a person sees their part in a bigger story; it counteracts the voices that say “you are insignificant.” To develop enthusiasm, leaders must be visionaries while demonstrating strong managerial prowess–true efficacy in leadership requires both. They articulate the big picture and then help their people live in that vision through inspiration and modeling. While this makes intellectual sense, it’s not intuitive, which is why leadership is a profession of discipline, and not simply a position one occupies.

Coaching questions: Is your life a form of inspiration to others? How can you create more enthusiastic employees?

Read more coaching principles from Dean Harbry on the Internal Innovations website.

New Leadership Communication

The topic of employee engagement is getting increased focus, and this trend will intensify in the future. The rules for leadership communication have changed. Harvard Business School Research shows that 92% of companies agree that the practice of internal communication has undergone a lot of change in their organizations. To learn more visit HBR blog or read: Talk, Inc.: How Trusted Leaders Use Conversation to Power Their Organizations (HBR Press, 2012).

leadership performance, engaging customers, managing talent, improving busness performance

In todays world where results must be better balanced with relationships and emotional connection, top-down one way communication from the leadership does not work. Our corporate research is showing that out of touch and closed leadership is not accepted. So, what this means is that the communication has to become more customized to who each person is behaviorally. Further, the communication must be more open conversation style. Through all this the company message has to be told and repeated along with goal clarity. Reiterating, this must happen in the context of who each employee is. The leaders must adapt their style.

How do you do that? The key is the business must know the behavioral style of each employee and build that into its systems at all levels, and make open communication a culture.

Learn more about how you can engage your employees on their terms.


Engage Your Employees with Non-Financial Rewards

There is no doubt that money is important. We all need enough money to meet the needs of life and some extra for building a Quality Life and having life experiences. But, spending the day chained to a desk in a highly regimented environment with very little flexibility, vacation and recognition is not that desirable either. Certainly, that does not help the Quality (Balanced) Life equation. In todays world people are looking for greater life meaning, and not just more money.

So, todays employer must have a leadership approach which fosters the building of working relationships, appreciation, flexible hours, community activities and non-financial bonuses. Our company does this through setting work hours that meet the needs of the company and the bio-rhythms of different people, additional annual vacation in non-busy times, providing Quality Life trips to enable life experiences to be taken and time off for volunteer work. All of this brings greater life meaning. Yes, there is some company cost but it also is attractive to the employees. They are more engaged and frankly, the company gets a better type of person whose values are well developed.

If you do not believe me have a look at the HBR blog article Attract and Keep A-Players with Non-financial Rewards by Sylvia Ann Hewlett? which has great supporting research.

Also, learn more about our DNA Employee Performance Report for identifying what roles and work environment employees will excel in to increase the productive use of talents.

Top 10 Clues that Employees are Disengaging

Leadership Tip of the Month:

Employee engagement is critical to retaining top performers. Assessing the level of engagement and executing an improvement plan are helpful. However, surveys are a snapshot measurement. There are signs you can be watching for that may alert you that your improvement plan isn’t working. Just because you have a plan doesn’t mean you need to sit back and relax!

Clients Communication Style, Client Financial Facilitation

From 2008 to 2010, employee engagement dropped to 56%. This was the largest rate of decline in 15 years, according to Aon Consulting.? So how can you measure employee engagement within your organization?? Generally companies will deploy an employee engagement survey using an external company to administer the survey ensuring anonymity for employees. Others will develop their own internal surveys which? lack question validity and robust reporting features which can be drawbacks to developing an improvement plan.

But what if you don’t have the time or money and want to get a broad sense of overall engagement, what are your options?? My suggestion is to look for the top 10 clues that employees may be disengaging from their work.? And, the 10 clues are:

  1. Quality of service and products is dropping-employees are not showing a genuine level of concern for customer needs and the quality of their workmanship
  2. Absenteeism is increasing-the amount of time employees are missing from work is affecting overall department or company performance and may be affecting the morale of those having to pick up a greater work load.

Read more on the Executive Velocity website.

Author: Beth Armknecht Miller, President and Executive Coach, Executive Velocity Inc