More than half of the people who leave their jobs do so because of their boss, according to the smart people at Gallup. Sure, employee engagement (emotional commitment to the organization and its goals) matters, too. Who is responsible for 70% of an employee’s level of engagement?
What does this mean for you if you’re the boss?
- Get real about your leadership and relationships with your direct reports. Seek feedback regularly, double down on humility and set aside time for your own development. Remember that everyone is mortal and needs to be continually improving.
- Consistently communicate with your people. Specifically, use communication to demonstrate that you are invested in them professional and personally.
- Establish clear performance expectations with your people. Then talk with them frequently about how they are and are not meeting those expectations. Don’t wait for the annual performance review.
- Focus on strengths, not weaknesses. Help them lean into and celebrate what they do well.
Numbers two through four in this list come straight from the Gallup research. Number one was added because it can be all too easy to think, “I do these things already!” Maybe you do. And maybe your direct reports have a different perspective. Now is the perfect time to find out – before your disengaged folks start posting their resumes.
Have a tried-and-true tip for engaging employees? Or a pesky problem? Comment below or message us.
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