Try these 4 questions and get more engaged employees who know you care about them.
Dr. Peter Dry
3y ago
I write about my Elite Thinking methodology to unleash the potential in teams across all sectors. It is a framework that emerges from positive psychology designed to build a world champion mindset. The framework is grounded in the belief that greater levels of self-awareness around the strengths of an individual builds sustainable success for individuals and teams. Whether it is an executive leadership team, sports team, or a school team, Elite Thinking is a solution-focused approach which entails identifying what creates a successful team, who the team is when they are at their best and then aiming to duplicate regularly.
Employees are not fully engaged right now. In fact globally only 20% of employees are engaged at work.
What is one key reason for disengaged employees?
Lack of attention from a manager.
Lack of attention leads to feelings of isolation and extreme stress. And, explains why people are leaving their jobs.
People quit their bosses, not their jobs.
There are 1.7 job openings for every 1 person applying. This is the great resignation, or the “great opportunity” for employees to seek out the best jobs for themselves. It’s an employees’ market.
Managers who don’t take careful note the state of the job market and levels of engagement are ensuring:
1. Their best people are leaving.
2. They are struggling to attract good people.
3. They are not getting the best out of their people.
When organizations do take note of the current environment they see a great opportunity. They see a chance to ensure they have amazing people on their team who are bringing their best, fully engaged selves.
To do this, managers must focus on one simple strategy:
Individual check-ins.
High quality check-ins are frequent, personalized, and give special attention to your employee. They occur at least 15 minutes per week. (If you can’t do this, then you have too many direct reports to be an effective manager).
At a check-in, the effective manager asks these 4 powerful questions:
1. What have you loathed about your work this past week?
2. What have you loved about your work this past week?
3. What are you working on this week?
4. How can I help?
These questions get to the heart of engagement and help your people feel known, cared for and (dare I say) loved. And, when people get to do more of what they love, they are happier and more productive, creative and effective.