How many of your employees are engaged in the work they do?
I mean, are they actively looking to be involved, doing the work, moving the work forward, and helping the rest of the team do the same?
Or are they getting in the way of all of that?
The Engagement Research
Gallup has been studying engagement for 20+ years. To learn more about their work and how they define engagement, click here.
Gallup has discovered that about 85% of employees are disengaged to some degree! That's a big problem! Consider this...
If you're like most leaders, you want more engaged employees. Engaged employees positively impact productivity, impact and the culture of your organization. Therefore, you probably think that you want to get rid of the disengaged employees fast.
Here's the deal: The reason most employees are disengaged is not them, not the work they do, nor is it the organization. Why most people say they don't like their job is their leader.
Gallup found that 70% of the variance in team engagement is determined solely by the manager.
They are disengaged because of their manager!
People say the reason they don't like their job, don't want to be there and are actively looking for something else is because they
And that's you!
Please don't take this personally. But do personally look at the impact you have on the people you lead.
Bottom line: Whether you realize it or not, people are engaged or disengaged at work and stay or leave a job primarily because of their next-in-line boss.
Disengaged employees are a problem in the nonprofit world
Turnover in the nonprofit sector is a huge issue. And while there are many factors, one of the number one issues is that something goes wrong, and suddenly, the relationship between the employee and the boss turns sour.
I experienced this first hand when I was the boss when my relationship with employees turned sour more than once!
I wanted to get rid of them as fast as I could. And it wasn't until my coach encouraged me to take a good hard look at how I was leading, the impact I was having, and the reputation I was building that I had to turn things around.
That's when I knuckled down on doing the inner work.
But we did it! And as a result, I learned so much about myself, others, and what it takes to lead with confidence, composure, and integrity intact.
How do you create more engagement in your team?
Maryann is currently writing a book for Civil Sector Press on turnover in the nonprofit sector. She's drawing on her experience of being fired three times, working in a bullying environment, as well as countless interviews she's completed with leaders and employees in the sector. In this week's podcast, you'll hear Maryann's story, insights from the upcoming book and more.
I'll end with a question: What are you doing to create engagement with your team? Put a comment below so we can all learn from each other!
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