The Struggle to Engage and Motivate Employees

The Struggle to Engage and Motivate Employees

By Blanca Robinson

Click aqui para español->La dificultad de involucrar y motivar a los empleados

Every leader faces this problem. In fact, it is a billion-dollar problem! According to Gallup, only 13% of employees worldwide are engaged, and 25% of employees report that they are actively disengaged. The costs associated with this are staggering in terms of lost productivity and the cost of replacing employees. Engaging and mobilizing employees can be a daunting challenge, but a few simple behaviors can make a huge difference to improve engagement.

It is frustrating to have to read minds

Many employees are frustrated because they feel like they must read their manager’s mind. They don’t know how they are doing and how they can improve their performance. The annual performance review is sometimes their only chance to find out, and that event is so stressful and formal that the environment is not always conducive for improvement.

Spans of control contribute to the problem

This situation is not completely the fault of management. In some organizations, spans of control have become so large that managers must complete formal performance reviews monthly.

The solutions are simpler than you think

There are many simple strategies to engage and mobilize employees. They cost almost nothing to implement, can be put into place immediately, and have huge impact. For instance, one opportunity that many leaders have – even at the C-level – is to give more frequent, informal feedback about how each employee is doing. That way, everyone in an organization knows what is expected of them and how they can get better.

The 7 questions

There are seven simple questions every leader must answer and communicate to employees frequently. Small, informal conversations about performance go a long way, especially when they include teachable moments about different situations and details.

What do I expect from you?

What are you doing well?

 What, if anything, could you be doing better?

What, if anything, do I want you to do better?

What will happen if you improve (e.g., more responsibility, more time with leadership, more desirable assignments?

What will happen if you don't improve?

How can I help?

While all these questions are important, the last question is especially important. It shows the employee that the leader cares and is not merely abdicating responsibility or shifting blame.

Blanca Robinson, Owner of VIVA Consulting Group, is an executive Coach and Business Strategist. For more information, visit www.vivaconsultinggroup.net

Blanca Robinson

Writer/Escritora

Lead Up

www.vivaconsultinggroup.net

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Publisher's Note

It’s 2019!

This is the first time we start a calendar year, and here at VIVA NOLA Magazine, we are so excited about what's coming in 2019. We are fully energized to take on the new year, especially because of new partnerships that are taking place.

Partnering with New Orleans institutions is a big deal for us because they are a testament of how the community in general has embraced our bilingual content, and how we are achieving our mission of connecting communities and crossing over markets. We begin this year planning a special event for late Spring that I think New Orleans residents will absolutely enjoy. I cannot wait to share the details as everything starts taking shape.

With that being said, there are many things that come up between publications, so I highly encourage you to connect with us via social media to stay in the know and find out what we are doing first. We are on Facebook, Twitter and LinkedIn as @vivanolamag, and on Instagram you can find us as @viva_nola. Our main goal for the year is to share and connect more with our audience. We will continue to work hard to become essential to our amazing community.

For now, let the King Cake season and the Mardi Gras countdown begin!

Looking forward to a fun 2019,

AnaMaria