If your organization is Lost at Sea, your leaders place little value on engagement. They might even be suspicious of the concept, so HR and managers know engagement efforts won’t earn them any credit. Meanwhile, your employees suffer from a lack of inspiration and communication, performing only the bare minimum, and engagement rates fall below 40 percent. Expensive benefits are the only retention and recruiting tool at this stage.
You have a few individual managers who invest time in making sure their local teams are engaged, despite a lack of organizational support or buy-in. They may make some improvement with engagement, but without leadership commitment and widespread adoption, any benefits don’t move beyond that isolated team.
Here’s where your senior leaders are still skeptical, but passionate HR managers go to bat. They might start with enthusiasm and great ideas, but their valiant efforts to improve culture are thwarted by a lack of support from leadership and managers who don’t believe change is possible.
Now your senior leaders realize that engagement is a catalyst for performance and the bottom line. The right direction is set, but there’s no strategy or accountability just yet. In the meantime, some employees and managers remain skeptical.
Your senior leaders and managers have become more aligned on engagement initiatives, and KPIs start to reflect the benefits of employee engagement. Managers are equipped with supporting tools to create a positive work experience where employee interests and skills are aligned with your organization’s needs.
Your entire organization is engaged, and a new culture has emerged. Best practices are second nature, and your organization is seeing tangible returns. Employees recognize leadership’s commitment and they increase their discretionary effort. Feedback flows openly. Collaboration and innovation flourish. People take notice, and candidates are drawn to your organization. Success breeds success, and you find this newfound energy is self-sustaining.