The Behaviour Shift

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Employee engagement isn't just a buzzword—it's a critical factor in unlocking your organisation’s full potential. In this LinkedIn newsletter, The Employee Engagement Imperative – Unlocking Your Organisation’s Full Potential, I discuss the pressing need for leaders to focus on genuine engagement strategies to drive success.

Recently, I've noticed an overwhelming sense of dissatisfaction among my clients. Many employees are not only disengaged at work but also unhappy in life as a result. The root cause? A lack of meaningful engagement from their managers. This disconnect is alarmingly common, with many leaders failing to recognise the importance of consistent, meaningful conversations with their teams.

Gallup’s State of the Global Workplace 2023 report paints a bleak picture—nearly 60% of employees are "quiet quitting," doing the bare minimum without any real investment in their roles. Even more concerning, 18% are actively disengaged, leading to massive productivity losses and, ultimately, financial strain on the global economy. Clearly, the traditional approach to management isn’t working.

So, what can be done? First, it’s essential to focus on those employees who are open to engagement. By providing a platform for connection and contribution, leaders can begin to turn the tide. Start small—implement just two or three changes from the seven key engagement strategies I’ve outlined in the article. Over the next few months, these efforts can create a noticeable impact.

Second, managers themselves need support. The majority of team engagement is directly linked to the quality of the manager. Organisations often promote subject matter experts into management roles without equipping them with the skills to lead people effectively. The solution lies in fostering meaningful conversations that focus on recognition, collaboration, and goal-setting.

Finally, consider introducing holistic activities that promote well-being, such as mandatory “Sports Hour” on Fridays, as practised by organisation Bjorn Borg. While not everyone may appreciate this approach, it can significantly boost engagement and reduce stress for many.

Engagement is about action, not inaction. If your organisation is struggling with low engagement, now is the time to make changes. Start with one or two actions and observe the positive effects over the next eight weeks. Employee engagement is not just nice to have—it’s essential for organisational success.

For more insights on improving employee engagement, read the full newsletter on LinkedIn now.

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