How CEOs Can Increase Employee Engagement: Connection
This is the first in a series of 4 blogs to increase employee engagement
In the first quarter of 2024, employee engagement hit its lowest level in more than ten years. This lack of engagement affects productivity, customer service, profitability, and employee retention.*
Why this downward trend in engagement? The move to hybrid and remote work has certainly affected the trend. But even onsite employees report less engagement. The bottom line is that people are relational. And you can buck this downward trend.
Every employee has needs that connect to their work and the people they work with. These employee needs can be summed up by the four C’s: Connection, Clarity, Contribution, and Choice.
Let’s talk about
connection. If you want to meet your employee’s need for connection, according to
Culture Shock by Clifton and Harter, there’s one simple solution: have a meaningful check-in every week. Taking the time to engage and listen to your employees helps them feel connected.
Here are just a few simple questions you can ask them:
Last Week
- What was a win or victory from last week?
- If something didn’t go so well last week, what did you learn from the experience?
- If something was a win, which of your strengths/talents contributed to your win?
- What are you most proud of from last week?
Next Week
- What are your top 1-3 goals for next week?
- What might get in the way of reaching these goals?
- Who might be a good partner to help complete these goals?
- What strengths/talents will you leverage next week to be successful?
General
- Do you see yourself as a Splitter (someone who clearly separates work and life) or a Blender (someone who blurs the lines between work and life)?
- What tools, resources, or training would help you do your work better?
- What do you most enjoy about your work?
- What work or tasks would you like to give away if you could?
Life
- How are things at home?
- What are your plans for the weekend?
- How is your work/life balance?
- Is there anything you would like me to know that you haven’t found the opportunity to share?
Follow-up
- And what else?
- Tell me more.
It doesn’t take a long conversation; 15-30 minutes is enough to establish a connection. What is important is to create a space where the employee feels free to provide feedback or to share their struggles. It should feel like a conversation, not an interrogation. What is most important is that you are giving them a place to talk about victories or challenges, and you are letting them know you care. Employees value bosses who take an interest in their jobs and in their lives.
And if they feel a connection to their managers, they will feel more connected to their jobs. That translates into increased engagement in the workplace.
Vibrancy Unlocked is coaching CEO’s to thrive. Contact us at
www.vibrancyunlocked.com. We can work together to build a better workplace environment.
* Harter, Jim. “U.S. Engagement Hits 11-Year Low.” 10 April 2024. https://www.gallup.com/workplace/643286/engagement-hits-11-year-low.aspx.
