Managers create a sense of engagement through conversation." "Managers need to listen to their employees, not just talk at their team. "Fancy action plans don't create engagement ongoing two-way dialogue creates engagement," says Kurt Deneen, a Gallup consultant. But when workgroups treat these interactions as a mere checklist review, engagement doesn't necessarily improve. In many companies that actively manage engagement, managers are encouraged or required to schedule meetings with their employees to discuss the group's engagement and to create strategies to improve the workplace. To boost engagement in a workgroup, however, managers can't simply treat these 12 elements like a checklist. Employees indicate the areas in which engagement is strong or lacking, and the results provide a guide for teams to improve engagement.
Gallup assesses the engagement level of a workforce by measuring the extent to which 12 key conditions exist in the workplace. But it also invites her workers into a meaningful conversation - the kind that brings engagement to life.Ĭaring is one element of engagement, and there are 11 more. Ford is on the right track with her question because it shows she cares.
Employee engagement is based on an employee feeling that she matters, that she contributes, and that the people she works for and with value her as a person and an employee.Įngaged workers are capable of exceptional performance, so managers who successfully engage employees in their workgroups are vital to their organizations' success. Caring is one of the elements Gallup has identified that predicts employee and workgroup performance and that links powerfully to crucial business outcomes, including productivity and profitability. That second reason - "to show we care" - actually is a principle of great managing. "And they can tell we care because we listen to their answer." "A 'chat-in' for each associate when they first come in is our opportunity as managers to show our associates we care about them," says Ford. "Maybe there's something going on in their lives that we should know about." "Managers don't see associates every day," Ford says. For one thing, the answer tells her the emotional temperature of each associate, and that can be very useful. Fancy action plans don't create engagement ongoing two-way dialogue creates engagement.īut Ford has reasons for asking that question.
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