Our experience has shown that if you want sustained employee engagement, then you need to actively engage your employees, not just HR and or leadership in these efforts. Create an environment where employee engagement is employee led, leader supported and organizationally enabled.
We are seeing a trend in our employee engagement results in nearly every organization we survey. That trend? People want even more information on their organizations current state direction and future vision.
Let’s face it, most managers are not good coaches. The leaders that are good coaches partner in developing their people to a new level of performance success, tapping into and maximizing an individuals talent potential.
Like organizational and individual performance, learning continues to evolve. Today, even more so than in the past, it is crucial to continue developing our individual skills and talents both inside and outside the workplace.
The responsibility for owning performance and changing performance is with each one of us, not our manager. If we don’t want to be managed then we must proactively lead our personal performance and set our leader up to support us, not manage us.
I am accountable. Just saying the words “I am accountable” sets a tone, an expectation that action and results can and will happen. You then add the words “no matter what” and a whole new level of commitment and expectation is set.
Over the last 25-30 years change management has emerged and grown from concepts and studies about the impact of change, to thousands of books, articles and seminars created to help people and organizations manage change. But change is, well, changing, and people and organizations must evolve from managing change to leading change.