How to engage employees has taken on new value. When People pay attention when Gallup reports that companies with the highest levels of employee engagement generate 22% more in profits. Based on research that make up the book, Leveraging the Genetics of Leadership, cracking the code of sustainable team performance, we found four common strategies among high performing organizations to engage employees.
4 Strategies to Engage Employees
Strategy #1: Make engagement a strategic priority.
Elite organizations start with their strategy and link it to their employees level of engagement. Think about it! If 66% of your employees are disengaged from mission and vision, what is the probability your strategy will be successful?
Strategy #2: Develop the full human capacity of the workforce
Organizations pay the same price for human talent. With that talent comes basic human capacities for creativity, problem solving, and innovation. The best organizations understand that when a human being walks in the door, the best part about them, walks in at no additional cost.
Financial compensation may get someone in the door but it will not keep them. The old adage, “people don’t leave a company they lead a manager” is true. Therefore, design a meaningful experience for the workforce and train every leader how to deliver it.
Strategy #4: Measure the system of leadership success in creating a highly engaged employees
When leaders and managers are evaluated and compensated on their ability to engage employees, then and only then, will they take is serious.
What Others are Saying
“Daniel Edds has the unique ability to explain what outstanding leaders create without delving into who they are. The inspired results he describes across a wide range of institutions attest to the abilities great leaders have to develop leaderful organizations. By distilling the essence of effective leadership systems, he shows us how to continuously tap the potential of each individual in service of a powerful whole. His systemic focus enables organizations to sustain high performance without depending on the capabilities of any one leader.”
—David Peter Stroh, Social Systems Consultant and Best-Selling Author of Systems Thinking for Social Change