Employee Engagement is the maximum level of involvement and investment an employee can experience in their current working situation. It’s a great predictor of employee and team performance, and yet we fail to prioritize engagement initiatives and train leaders on how to boost engagement in their teams.
In this newsletter, I’ll help you:
Let’s get started!
Meet William Kahn, the father of Employee Engagement.
In 1990, when everyone was worried about motivation in the workplace, he publishes “Psychological Conditions of Personal Engagement and Disengagement at Work”.
His work was so powerful that it’s still difficult to find a better model today.
He defines it as “the harnessing of organization members' selves to their work roles”, dividing engagement into three clear components:
Leaders that understand this equation work relentlessly in the three things that matter the most:
The research below will show you that we are still getting engagement wrong. It will also give you insightful data on how engaged employees impact the business outcomes.
Keep on reading!
Recent data on the leading predictors of employee turnover that can help you put the topic at the center in your organization.
MIT SMR/Glassdoor Culture 500This research blew my mind. Special mention: very innovative companies lose more employees than the rest. read the research highlights (12 minutes) - read my main take-aways |
2022 Global Workforce SurveyPWC surveyed 52,000 workers across 44 countries. People that are very or extremely likely to look for another job (vs. people who are extremely or very unlikely to look for another job), are less likely to: - find their job fulfilling (-14 percentage points) read the findings (12 minutes) - read how this links to Psychological Meaning and Psychological Safety |
Employee Engagement & Performance StudyGallup says this “study of engagement and performance is the most thorough in the world”. |
Workshop: the Anatomy of Employee Engagement (english-spanish)I can help train your team and the leaders from your organization on understanding Employee Engagement and how to positively impact each of its elements through our daily activities. This workshop not only provides useful tools that are simple to put into practice, but also presents a safe, nurturing and experiential space for leaders to share their struggles and help each other succeed in developing an engaged team.
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Do you want to learn some practices to increase your team’s engagement level? Whether you like to read, listen or watch, find below some great resources for you!
Listening is a great resource that can help you build psychological safety and trust in your team.
Edgard Schein explains why Listening does not come naturally to us: “We are biased toward telling instead of asking because we live in a pragmatic, problem solving culture in which knowing things and telling others what we know is valued.”
He explains the different inhibitors that prevent us from listening better, and proposes Humble Inquiry as a skill that builds relationships based on genuine curiosity and interest in others.
In this LinkedIn article I give you a list of things that people might say and do when they are disengaged. And I connect those hints with each one of the elements of Employee Engagement (psychological safety, meaningfulness and availability).
The intention is to help you identify disengagement before you get those Pulse Survey results. And if you want to use these cues to help your team members re-engage, you can read part 2 (3 mins) where I share a coaching technique that can help you check if the red flags you spot are real signs of disengagement.
I love this video from Michael because it shows in a fun and effective way that when you go into the advice giving mode (or the Advice Monster, as he calls it) you are in fact diminishing the capabilities of the person that is in front of you, among other things.
And, if I may add, when you give advice instead of listening, you lose the opportunity to create a strong connection and you steal the chance of a true learning moment from the other person.
Michael also gives us a simple technique to tame our advice monster and to really help others. Enjoy!
In this podcast the hosts dissect the 11 factors that Gallup defined are critical to predict employee engagement and propose pragmatic actions to tackle them. They suggest every day actions to deal with recognition, expectations, feedback, opportunities for growth, among others.
I have 20+ years of experience working in organizations on talent and leadership development, engagement and cultural transformation.
I currently run my business, where I provide leadership coaching and training to help people become their best version.
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