I am passionate about Employee Engagement and the importance of, understanding oneself and those around you, it can change a toxic culture and increase employee engagement in a very short timeframe. Employee Engagement contributes to every KPI in any business and is fundamental to why the "Priority of Engagement" should become the number one focus in your business today. A new leader may start a new role, change middle management, enlist the support of known entities and maybe even change from a regional to a centralised business or from a centralised business to a by discipline-based business. Additionally, new systems and processes are introduced with little or no change to the bottom line. NAB Bank have been quoted as referring to the "Frozen Middle," this is more of a reflection of the performance of those above and is a great example of classic blame those below for the lack of engagement, which flows top down. There has been a substantial amount of backlash via social media towards the Leaders at NAB. Many get it, however not many understand how to increase engagement. I touched on Processes Vs People in a recent article; Results: Process Vs People, however, today I would like to focus on pure engagement of employees. Potential candidates come to an interview with a CV, and stories to tell, which generally represent all their learned skills. Values/beliefs which are influenced by key people in their life, education, training, and experience etc. They are more often employed if they are liked and broadly fit the role, rather than their skills to function. According to Gallup research, there are three common criteria to engage a new employee.
- They have performed well in a non-managerial role.
- They are a friend of the manager.
- They have been in the business for so long that they understand it.