Start Connecting Engagement with Performance

Start Connecting Engagement with Performance
Published Feb 11, 2020

Symptom: Lower morale, reduced productivity, an uptick in employee complaints

“We want to work in an office that values talent”

“I am worried about employee departures.”

“People are not excited about where this company can go.”

Significance: The number one issue I hear when interviewing small business leadership teams. Whether it’s with existing staff not doing what is asked of them, or the difficulty you have in hiring, the cost to your business is extreme.

Treating the Symptom: The typical solution to this system I see is to terminate a vocally disengaged employee(s) and pay a recruiter to find someone new. Or to use force and make your staff do what they don’t feel they should do.

Both could yield short-term benefits, and both sidestep the real problem, which, if not addressed, will greatly deteriorate the performance of your company.

Root Cause: You don’t have an engagement strategy and plan that continuously improves it.

Solution: Write down an engagement strategy and a 12-month engagement alignment plan with input from a staff engagement committee.

Here’s how:

  1. Utilize an engagement assessment platform to get an initial quantitative and qualitative understanding of where you’re at.
  2. Together, with the leadership team, put together the initial 12-month engagement alignment plan.
  3. Form a staff engagement committee to be jointly accountable with the leadership team for engagement at your business.
  4. Execute the plan.
  5. Every 90 days utilize your engagement assessment platform to get an update of how well you executed in the last 90 days.

We offer an Engagement Alignment Plan (EAP) that can help get you where you need to be.

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