Are your managers experiencing low engagement levels?
Has it been a while since management has recognized their teams?
Is your manager’s team completely unaware of the corporate objectives?
When your workforce is exhibiting low engagement levels, HR professionals must look to managers. Because managers oversee teams of your employees, their attitudes tend to have a ripple effect on the organization. That means that if your managers are unhappy, pessimistic, unengaged or simply not well-trained, disengagement will prevail. This is troublesome because disengagement is contagious; but with this prescription – taken daily – things will be better in no time.
The Common Cold Shoulder
Annual reviews, infrequent one-on-one meetings, little to no recognition
One of the biggest culprits of disengagement are managers who fall victim to dated recognition and engagement strategies. When management schedules when and how they’ll deliver feedback – as opposed to coaching their team on the spot – employees feel undervalued and demotivated.
In order for managers to get the most out of their top talent, they need to provide feedback early and often. This means managers should practice coaching in the moment and avoiding meaningless annual reviews or quarterly recaps. Providing team members with opportunities to develop their careers will not only drive engagement levels up, but it will also create even more value for your company.
Unaware of top and bottom line goals, unsure of corporate values
Organizations don’t win unless all employees are aligned to a corporate vision and mission. Without managers communicating what the corporate objectives are, employees don’t understand how they create impact and are bound to be unmotivated.
Transparency is the best to facilitate an aligned corporate culture. Define and communicate your objectives with managers to bring communication, leadership and culture to the forefront. By doing so, you set your management team up for success when it comes to motivating their teams. Make sure to provide continuous updates to the entire workforce as a whole as well, with regards to goals, strategies, and how the company is tracking.
Unable to identify top performers, no succession planning
Only having access to small data is a big problem. There is so much information available managers can absorb about their team’s performance via employee engagement platforms that will help them make strategic decisions. But when they’re only privy to some of the information, engagement levels will slip through the cracks.
We’re living in a big data world and while there is a lot of knowledge to monitor, the insights that come from this information are profound. This is especially true for managers who are looking to understand their teams better so they can take proactive measures to keep engagement levels high. Create transparency by using a technology that will make information available to all employees, particularly managers who can use big data to give their team members a full perspective of how they’re performing.
Do you believe that relationships managers have with their teams matter? Leave a comment below.