Why Personal Engagement is the First Step to Employee Engagement
Much has been written about how an organization can enhance employee engagement. It’s an important area of focus when you consider the Gallup organization reports 70% of employees are at some level of disengagement. All leaders should have their eye on building a culture where people want to be instead of where they feel they have to be.
Every week I have the privilege of working with leaders from numerous industries as they work to build a culture of employee engagement. Some leaders are exceptional at creating a work environment where employees want to be. Other leaders struggle to make it happen.
Sadly, I often see the very leaders trying to enhance employee engagement causing disengagement in their organizations. They allow external factors to influence their mood, causing them to jump from being personally engaged to disengaged multiple times in a single day. Since many employees mirror what they see from their leaders, it’s no surprise that many leaders are spreading disengagement while they’re trying to enhance engagement.
Before we can engage employees in an organization we must realize that engagement starts within. It simply is not possible for a disengaged leader to create engagement in others. As a leader, it starts with you.
Perhaps you’ve worked for that leader who created more disengagement than engagement. Or, maybe an honest self-assessment will make you realize you are guilty of the same. Take a look at this video and ask yourself, “Am I helping or hurting employee engagement in my organization based on my own personal level of engagement?”
© 2016 Clint Swindall — Clint is the president & CEO of Verbalocity, Inc., a personal development company with a focus on leadership enhancement. For information about how he can enhance employee engagement in your organization, please visit www.verbalocity.com, or contact him directly firstname.lastname@example.org.