Leadership

Data on Employee Engagement & Trust

Data gathered by EY found that just 38% of American workers trust the company they work for.

In addition, they saw:

  • Just 46% of U.S. workers have a great deal of trust in their colleagues and 
  • Only 50% trust their boss.

One of the most important lessons I have learned in life (there are many) involves several components:

  • The way I see and interpret the world is vastly different from that of other people.
  • Other’s view of things does not negate my own, but often enhances it.
  • Some of the best solutions are found by contribution of all authentic perspectives.
  • Humility and grace are often required on my part to remember this and encourage others to speak.
  • And maybe the most difficult of these components for me: Sometimes I need to change my thinking, openness or approach (hence the need for my own humility).

 

Source for data 

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.

Leveraging strengths

When we know our people, we understand their strengths and their giftedness and help align them to roles and assignments in which they thrive.  We then reward them for doing well.  

As a result, we create an environment where true collaboration thrives, where risks can be raised and resolved.  Where teams leverage the strengths of each other to achieve something greater than themselves.  And, where customers return because of the quality they receive.

Giving others permission to interpret your void

When you avoid a discussion, a response to email, returning a phone call, or acknowledging another person, you give the other person full permission to interpret your void.  Often, they will give a negative connotation to this void. If you are unsure about this, think about how you feel or the thoughts that run through your mind when you perceive you are ignored. 

We often avoid because we don't know how to engage.  Simply start with curiosity. 

National leadership matters

“Leaders who don’t listen will eventually be surrounded by people who have nothing to say.” – Andy Stanley
“So goes the leader, so goes the nation / organization.” - Unknown

I am disheartened by what I hear President Trump saying and by the high turnover in his administration.  I am concerned by his example to speak in ways that are unkind, harsh, demeaning, and one-upping others to win at all costs.

These behaviors are known to escalate conflict and damage relationships.

These observations are not Democratic, Republican or Libertarian.  The observed words, tone and engagement with others uses behaviors that are known to be destructive.  They do not build consensus, goodwill nor peace.

Being able to show integrity and respect for others EVEN in the midst of disagreement is the issue.  How our President engages with other world leaders is a standard that we should not compromise. 

We don’t have to agree – but we must retain decorum.  If decorum has been forgotten, there are people who can help equip on the constructive skills that can replace the destructive behaviors.