The key to Employee Engagement
People are key to the success and growth of any business and organisation and it is the best leaders that recognise the value in engaging with its employees.
Companies with an unhealthy culture who don’t value their people are easy to spot – they have a high staff turnover. People will leave at the first opportunity.
Employee engagement is fundamental to organisational success and as such employers should aspire to deepen their understanding of the topic and know how to measure it.
How people tick
It’s crucial that leaders and managers know something about what makes people tick and what drives human performance. If they do, they can start to better understand what motivates people and what as employers they can do to better engage employees in the process of work.
In reality, not many employers are not fully aware of neuroscience and the great research out there that gives valuable insights into human behaviour and performance. Those (businesses) who are tapping into the research and applying it, quickly see the benefits and become much more effective at communicating and building stronger working relationships between colleagues.
Recognising the importance of employee engagement is critical for business success.
When working with organisations that are trying to understand and unravel blockages in performance, I urge senior managers to seriously consider before all else if they truly know how engaged their people are.
It is so important to have a clear strategic narrative and for organisations to recruit and develop truly engaging managers with outstanding people skills. Ones who listen to employees and act with integrity.
Businesses are so often, and quite naturally focused on targets, outputs and bottom line yet its people that make things happen. Some people are naturally engaged in their work but not all.
Sense of purpose
As humans we need a sense of purpose and to have a sense of control over where we are going, why we are going there and ‘what’s in it for us?’. A clear organisational strategic pathway – that is well communicated – can help address this.
Engaging managers know the importance of communication how to interact with their colleagues. Some instinctively know how and when to have a quiet word, where and when to coach and what information to share.
They welcome thoughts, ideas and feedback from their teams – without becoming defensive – and as a result develop their people. However not all managers naturally have these skills and this is where me and my colleagues have been able to help.
Employee actions and behaviours positively impact productivity, financial performance, customer satisfaction and can drive innovation. Such employees rarely take sick days. These are the type of employees organisations want to keep hold of.
Organisations that I come into contact with have high performing senior managers who regularly take time to listen to employees and where possible implement ideas and suggestions.
In my experience successful employers have the mechanisms in place to measure engagement, identify what’s working and what isn’t, identify the gaps and address them.
What do organisations want?
• Hit targets
• Deliver great customer service
• Complete work effectively and cost efficiently
• Make profit
• Win sales
• Foster a high trust environment with engaged employees who are connected and go the extra mile
However, making this happen, isn’t easy. Businesses often ask for staff to be open about their concerns although do Managers then know what to do with this issues.
The challenges and attention are on tight deadlines, fluctuating markets, peaks and troughs, consumer confidence, employee dissatisfaction and a lack of team working.
Organisations often require expert, specialist external support from coaches skilled in developing team focused skills, communication skills and people management.
That’s where the specialist coach with the broader skills set comes in.
• Drama and conflict – often hidden and unspoken wasting time and money
• Lack of direction and clear purpose
• Promoted without training
• Values can be mis-aligned
• Lead by example although often not
• Cultures rigid and expectations unrealistic ‘this is how we do it round here’
• Working with differences – we are not all the same and yet expect
• Miss and underused employee strengths
• Hidden patterns and habits – Johari’s window
Bringing in the expertise – 2minds
Alison shares her skills, knowledge and expertise around people development and performance. She works as an external coach to organisations and offers her wider coaching experience and expertise and an independent perspective. This allows her to maintain confidentiality, provide fresh ideas and knowledge and offer a more experienced coaching skill set.
In a non-directive manner she provides performance coaching, a trusted sounding board, a thinking partner and professional support.
What businesses get/benefits:
- Overcome costly and time consuming people performance problems
- Boost productivity through smarter working
- Building confidence
- Engage employees
- Assist employees in developing to their full potential
- Assist employees in self analysis
- Improve thinking which influences how we feel then perform
- Helping competent technical experts develop better interpersonal or managerial skills
- Creates a culture where employees feel emotionally engaged in their work and want to remain
- Bring unhelpful and unspoken habits and issues into awareness
- Use neuroscience to understand and cement the experience
Having worked with Alison, I can truly see the benefits of having an alternative coaching relationship to the traditional models that are normally offered. Whilst the usual models consider task orientation and achieve breakthrough by considering goals, reality and alternatives. The techniques that Alison offers are to go beyond this; deeper into those elements holding self back. You are able to bring into focus your unconsciousness and those elements you may not even be aware that drive thoughts, feelings and behaviours. You learn to visualise well, both for self and for others – it engages people better. The new personally-driven techniques to dispel negative emotions allow you to spend your energy on more motivating and rewarding activities.Senior Leader for Sainsburys
We hired Alison to give your Field Sales Team some new, innovative approaches to communicate to our customers. The workshop day was interesting and we quickly learnt some new techniques to engage with our customers, and that was great as many of our sales team were already experienced. The 1:1 coaching to follow was really beneficial to give the team the confidence to deliver the new skillsSales Team
Every single person I’ve spoken to said the day was enjoyable, rewarding and worthwhile. In hindsight; I had some nervousness around how NLP type techniques would land with a Procurement team but my concerns proved unfounded. Thank you for the effort in both preparing and executing the day – we really enjoyed itProcurement Team, Sainsbury's
I hired Alison to undertake some coaching and training with my Sales Team. I really wanted something different and to give them an edge over the competition.
Alison undertook 1:1 sessions with the team which in turn provided some great results. Alison then delivered a Sales Excellence course which was really enjoyed by the team. We have now since increased our performance. Thank you
Having worked with Alison and experienced firsthand the power of NLP, I would highly recommend stepping out of your comfort zone for a day and enjoy the life enhancing benefits of NLP. Alison is a true professional with an infectious amount of enthusiasm for her clients and someone I would have no hesitation to recommend.Recruitment Manager
Alison is an attentive listener. Working with Alison is highly validating and trust building which means I can often work things out for myself. It helps me make sense of what’s happening to me and learn from my experience.