Three Key Areas to Boost Engagement
Engagement surveys. They often come packed with nearly 100 questions, leaving you drowning in data but starved for action. And here’s the kicker: Gallup found that only 8% of employees strongly agree their organisation actually does something with the results.
The problem isn’t the survey—it’s the follow-through. Leaders get lost in the noise, overwhelmed by the sheer volume of feedback. But the secret? It’s all about focus. Out of the endless possibilities, I’ve discovered—and helped others implement—three simple, powerful actions that cut through the clutter and drive real change.
Focus on employees' basic needs having clear expectations, the right materials and equipment, and the opportunity to do what they do best - achieved through an effective 1-1 expectations conversation. As part of the Boss to Coach programme there a templated coaching guide that covers the topics of understanding an individuals talents, expectations, how they are motivated and like to be recognised, where they would like to focus on their development.
Provide clear and frequent communication from leadership examples include team talks, a weekly wrap or monthly email, quarterly strategy planning sessions with leaders that move from presenting to workshopping to solve problems and create action plans.
Prioritise manager development engaged and developing managers, engage and develop their employees. What this looks like as at least one development objective that they are working on. This could include focusing on one of the organisation’s values or leadership competencies if available.