19 Aug, 2018Why your people are not engaged!
“In most organisations, a maximum of 20-30% of people are engaged.” That’s the ball park figure and its not what any leader wants to hear.
At least 70% of your teams come to work, do what they need to do to meet performance standards and go home knowing they haven’t done their best work.
You know it too.
And neither you, nor they, are fulfilled by that state of affairs.
In fact, in a recent study, the UK was ranked 18th (out of 20 countries) for levels of engagement in organisation.
Engagement – by which I mean ‘discretionary effort’ – could count for another 30% of the performance your people have to offer. Discretionary effort is the time and focus and contribution each individual chooses to give because they feel connected and excited by what they are doing. They see how they can get better, make things better for everyone around them and make things better for the organisation – and they are up for the challenge.
So, do the maths. If you could get 30% extra from 70% of your people, what would that do for the performance of your business?
The truth is, people, want to give their best but, for a variety of reasons, they are held back from doing so.
- Recent research shows that only 3% of work time is fully on task and focused. The rest is spent being distracted and unable to engage.
- Some simply don’t have the tools to do the job – either in terms of training or equipment
- But the vast majority are held back by their own minds. They don’t understand where they fit; they doubt their own ability so dare not step up; the feel unappreciated; they feel that no one listens to what they have to say.
That then, is where great leaders come in. A leader who listens to their people and values their opinions; who shares the big picture for the organisation; who appreciates and recognises the great work of their people; and who coaches every member of the team to be the best they can be.
This is a leader who releases discretionary effort.
We all have the capacity to grow and we all have the desire to grow. If you, as a leader, can help your people to learn and develop and be their best selves, the sky’s the limit!
If you need to get an outside look at what is going on in your organisation, to see how coaching can help you, contact us.
Four steps to build engagement in your teams.
- Listen to the excerpt above from the interview with Professor Chris Roebuck – which lasts 6 minutes. (This video below is the also in my video above after 9.46 seconds)
2. Ask yourself, how much time do you spend in the typical working week, sitting down with your team and just listening to them and what they need?
3. For each member of your team, can you make a direct connection between what they do and the long term goals of the business? And do they see it too?
4. How often do you make time for a coaching session with each member of your team – to help them get better in work and in every aspect of their live?
To find out more about the inspiring work that Chris Roebuck does, visit his website.
If you want more ways to build engagement in your team, contact us to see how we can help.