HRO Today March 2018 - 49

ENGAGED EMPLOYEES LEAD TO:
Workforce Management
70%
reduction in safety
incidents
21%
higher profitability
Source: Gallup
employees leave a job is a poor relationship with their
direct manager. Companies need to cultivate better
leaders to help individuals do more of their best work,
increase productivity, and retain existing employees amid
an intensifying battle for skilled talent. Strengthening
team leaders can also lead to significant returns on
investment (ROI). According to 2017 Gallup® research,
engaged employees lead to 21 percent higher profitability,
20 percent higher sales, 70 percent reduction in safety
incidents, and 24 percent lower turnover.
The path forward isn't overly difficult. While organizations
have primarily focused on getting the right people in
the door, they frequently neglect to help those people
do amazing work once they are there. HR professionals
should lead the charge in hitting the reset button.
Traditional solutions, including long engagement surveys
and unsupported development programs and trainings,
have not paid off. Organizations need to equip frontline
managers with easy-to-use tools designed specifically for
their needs. Increased usage will also provide reliable data,
resulting in a better ROI and a clear impact on productivity
and talent retention.
Now is the time for HR leaders to double down on their
investments in team leaders. They can start by helping
managers concentrate on a few simple best practices and
holding them accountable for their performance.
Managers should master three basic approaches:
1. Identify employee strengths. The best team leaders know
their people for their unique work and for their strengths.
But simply put: everyone's busy. Managers don't always
have enough time, resources, or energy to do everything,
let alone what seems like the time-consuming task of
getting to know which area each person they manage
excels in. This task is often the first to go, but really should
be the first to stay.
How can managers truly learn each person's strengths?
Heart-to-hearts? Surveys? Reconnaissance? No. Study any
of the best team leaders, and one simple ritual is often
practiced: radically frequent check-ins. This is the stake in
the ground around which engagement thrives. The cadence
of weekly check-ins establishes an easy way for employees
to feel supported.
2. Focus employees' work around those strengths. A mindset
shift is required among team leaders-one that pivots from
the retroactive concept of giving feedback to the proactive
process of coaching. By organizing workshops that guide
team leaders to actively coach their employees around
their strengths rather than critique them around their
weaknesses, HR professionals can teach managers how to
inspire employees to do their best work.
3. Create an environment where great work thrives. When
it's an organizational norm that team leaders need to help
employees do more of their own unique, best work, the
workforce becomes highly engaged and highly productive.
Focusing on day-to-day interactions between employees
and their managers can leads to that culture change.
Creating an environment where employees thrive may
seem like a monumental task for managers. But this is a
moment for HR professionals to shine.
Amy Leschke-Kahle is vice president of performance acceleration for
The Marcus Buckingham Company®, an ADP® company.
MARCH 2018 | www.hrotoday.com
[49]
20%
higher sales
24%
lower turnover
http://www.hrotoday.com

HRO Today March 2018

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