employee engagement

Personally speaking, having worked four metres away from my manager for the last eleven years has meant that she has little choice but to care about what I think, because I certainly tell her! A lot. About everything. Like recipes, movies, novels … and work-related issues, too. Sometimes. The other day I started to talk to her about a family member and promptly burst into tears. Very professional … 

Being physically the closest team member to her also means that I am usually, alas, the first to hear uttered those dread words: “I’ve been thinking …” 

I was really heartened by the overwhelmingly positive response to our latest online poll: Does your manager really care what you think, and is their door really ‘open’? Almost 92% of respondents said “YES”. 

If you’re a manager reading this, you might like to refer to the article featured in this week’s edition of The Challenge Consulting News, Articulate and Inspiring Managers Motivate Employees, in which the report cited states that “nearly half of Australian employees (48%) rate the ability to motivate and inspire as the single most important attribute of a successful leader … Often executives and managers do not realise the profound effect their words and actions have on their employees … Leaders who are able to effectively communicate their organisation’s strategic direction can have a massive influence on employee engagement levels.” 

Two poll respondents had some very striking feedback regarding the open style of their management team:

– “I feel confident speaking on everyone’s behalf by saying that no one team member feels intimidated or out of place by wandering (or Moonwalking) in to her office to discuss anything. Big, small, personal or business.”

– “Our managers have a ‘Know Your People’ workbook. My manager knows that I love pugs and chocolate. Likewise, I know she hates dirty shoes but loves rom-coms and Max Brenner’s hot chocolates.” 

Lots of studies have been conducted on why people stay with and leave companies. A quality that organisations who do manage to retain employees seem to share is really caring about the wellbeing of their employees. From the top of the company structure all the way down, there is a genuine sense of caring, listening, involvement. Employee engagement is strong, retention is high, productivity is excellent and people get along. 

The other quality these organisation seem to share is that they are careful about who they hire to lead employees.

They understand that the managers have to be compassionate, caring, and nurturing while still having the ability to hold employees responsible for high levels of performance. These managers aren’t afraid of developing relationships with employees. Those relationships sustain employee satisfaction even when difficult issues have to be addressed. 

Think about it. Are you more likely to give your best to a manager and an organisation who just wants to extract as much out of you as possible in the short-term, or one who invests in your professional development, allows you to grow into your role, and gives you time to learn so you can perform at your best and give your all?

This week’s online poll is now LIVE and wonders: Where do you go first when you’re looking for a job?

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