Employee engagement is always a hot topic for leaders, but even more so now with all the post-pandemic shifts. New challenges have surfaced in hiring and retention, as well as managing more and more remote and hybrid workers. People don’t want to be part of an organization if it doesn’t support a culture of positive employee engagement. And well intentioned, disciplined leaders don’t want to be part of such an organization either.

Why? It’s simple. Cultures that struggle with engagement are at risk. These kind of organizations face countless challenges, but, above all, disengaged cultures aren’t productive, profitable ones. On the flip side, Gallup research shows engaged cultures outperform their competition. Building and sustaining an engaged workplace is great for the bottom line, and, let’s be real, it also means you’re going to have a happier work environment. Your people will care about their jobs, each other, and the greater welfare of the organization they serve.

How can you tell if your organization is struggling with employee engagement? Here are three common warning signs:

1. Hiring and retention is consistently tough. Recurring hiring struggles or high turnover rates often point directly to disengaged workplaces. Getting clarity on these trends is a first, vital step. But don’t stop there—take action by digging deeper to uncover why you’re having trouble attracting people to the organization and/or then keeping them there. The truth might be hard to face, but getting this customized leadership insight is a key to making positive, lasting change.
2. Lack of trust. Engaged cultures are empowered cultures in which leaders give people the freedom to make choices, develop solutions, and take ownership in their work. Are your leadership habits disempowering your people? Micromanaging and failing to delegate and assign ownership to the organization’s goals and strategies are some of the most common leadership pitfalls, plus some of the fastest ways to disempower and undermine the trust of employees. So let go of some of that control, handing it over to the great hires you’ve chosen. It will send the message you trust and value them, and when they know this, they’ll work harder and smarter. This employee growth and empowerment will spark and sustain productivity (and joy!) in the workplace.
3. Poor teamwork. Noticing people working in silos? Team members struggling to communicate, or, worse, gossiping? Some people never pulling their weight? Check. Check. And Check! These are all indicators that teamwork is an issue, and it’s time to get some help, whether you implement team-building strategies on your own or get a professional development coach to train and help you grow this fundamental pillar of productive, engaged cultures.

Ready to build a stronger, more empowered, engaged work culture? MAP can help assess employee engagement levels, build accountability around positive, powerful leadership, and deliver proven professional solutions that sustain the engaged culture you seek. Contact Us today!