Exclusive Leadership vs. Engaged Employees

Have you ever worked in an organization where it seemed that the leaders were more enamored with the idea of being a leader than with actively engaging and empowering the team (expertise) that worked with them?  Maybe where leadership seemed to be more of a fraternity or sorority?  Exclusive? 

The reasons for this perception are many.  It is also likely that leaderships who operate this way do not perceive themselves as doing so.

Gallop found that:

  • 33% of U.S employees are engaged at work.
  • 70% of employees at the world’s best organizations are engaged.
  • Organizations have more success with engagement and improve business performance when they treat employees as stakeholders of their future and the company’s future.

If your employees are disengaged, they are not likely going to share this with you or with the HR organization.  But lack of acknowledgement does not equate lack of an underlying opportunity that, if left uncovered, increases risk.  

Proactive assessments that uncover and resolve these types of issues may be considered a luxury.  But if your turnover is increasing, revenue or sales are decreasing, or your notice that you end your work day carrying home more negative thoughts and positive, then uncovering these types of issues may be imperative for your organization.

 

Source for data.