With so much focus on engagement, you would think that the statistics would dramatically improve. Instead, most of the surveys show employees are not fully engaged. Why is this, and what can be done about it?
In a her book, Employee Confidence: The New Rules of Engagement, Karen J. Hewitt, argues that employee confidence and engagement are intertwined. The difference maker in engagement is confidence. I had a chance to catch up with her and talk about her new book and work.
“Disengagement isn’t the real problem – confidence is.” -Karen J. Hewitt
How to Thrive
What makes an organization thrive?
There is only one thing that makes an organization thrive, and that’s its people. It’s as simple as that. The moment your people stop feeling valued, or supported to achieve their potential, or communicated with, their engagement levels fall. And when this happens, you’re not just looking at engagement problems, but problems with all the other things engagement drives, like quality, productivity and client satisfaction for example.
Even worse, the best employees leave, which inflates costs and blows a big hole in both productivity and the engagement levels of those who remain.
Clever business leaders put 80% of their efforts into their people, because they know that people are the key to everything else they are looking for. It sounds obvious I know, but most leaders do the opposite. They get so hung up on the numbers that they place a disproportionate amount of attention on them, to the detriment of their people.
As soon as they stop taking time to understand what their people need, disengagement is the natural outcome, and with disengagement, the all-important numbers either go downhill or don’t deliver what they could because employees aren’t operating to their potential.