When Your Employees Aren’t Fully Engaged, You Are Losing Your Greatest Resource for Success.
Almost 80% of employees describe themselves as disengaged from their work and workplaces. 1 That means they’re showing up with very little energy and enthusiasm on the job, little to no loyalty to the organization, and next to no buy-in to the company vision and mission. They are simply going through the motions in order to get a paycheck.
As a result, companies are spending millions of dollars every year in re-training because of their inability to retain workers. But it doesn’t have to be this way.
Organizations that put emphasis on training their managers to be effective coaches to their teams – and are helping employees understand and leverage their strengths in what they do every day – experience 72% lower turnover and 29% increased profit. 2
Leadership sets the tone, the atmosphere, and the belief in what’s possible. Show me a self-absorbed, ego-driven leader and I’ll show you an organizational culture that sings that same tune. Show me a leader who empowers and I’ll show you an organization that transforms the world.
Innovation and performance come from all team members knowing and using their strengths in a collaborative atmosphere. When your team is at its best, the sales, profits, and engagement increase by up to 30%.3
Organizations are holistic organisms, just like the human body. It’s vital to evaluate and support the health of each part of the system – leaders, teams, structures, beliefs, values – and ensure that each is aligned with the others and is being cared for in a sustainable way.
Dr. Nelson’s Transformational Process
SHIFTING YOUR CULTURE TO INNOVATIVE ENGAGEMENT
The following chart describes the four essential factors Dr. Nelson uses to create the highest levels of creative engagement and retention among leaders and teams. It’s based on the most important human motivations.
Competency – Everyone is contributing their best strengths in their work.
Authenticity – Everyone can fully be themselves on their team and feel respected for it, and they have a voice in what happens.
Connectedness – Everyone feels meaningfully connected to all the team members – they know their strengths and experience and they feel known by each others – and they share positive respect and empathy for each other.
Psychological Safety – Everyone feels comfortable sharing their ideas, thoughts, and feelings without the fear of judgment, criticism or dismissiveness.
Both leaders and team members need to prioritize paying attention to these factors in order to maximize effectiveness and the long-term productivity of every person.