About Engagement: This I Believe...

I've been speaking with CEOs and Managing Partners from around the country. There's a consistent theme in each of these conversations. There's something troubling these leaders.

What is it?

The world of work has been turned on its head. What was once thought to be a nice-to-have is now essential. What we once thought couldn't work has been shown to work since the Covid-19 pandemic.

Like it or not, hybrid working environments are here to stay. There is no going back.

And yet, some companies are mandating return-to-office days. The Business Journal's National Observer reported on November 30, 2023, that tech giant Broadcom is requiring 100 percent of its employees to work in the office.

Undoubtedly, collaboration is enhanced by being in proximity to co-workers (Daniel Coyle, The Culture Code). Post-pandemic, what are firms supposed to do when individuals and teams are scattered and have flexibility as to when and where they can do their work?

It's About Engagement

The underlying concern is the perception that the level of employee engagement will be diminished even further. According to Gallup, only about 23 percent of employees globally are engaged. This represents the lowest level of engagement in years.

Less engagement and collaboration can lead to slower learning and development from on-the-job training. A great deal of knowledge transfer is shared through situational opportunities and on-the-job training.

This is especially acute in the accounting profession. As one CEO of a TOP 100 accounting and advisory firm shared with me, "One of our biggest challenges is bridging the gap.” He sees a gap in building collaborative relationships inside and outside the firm for the younger employees, from new hires to those with a few years of experience.

This I believe... if you want higher levels of engagement, then be engaging. If you want higher customer retention levels, engage and empower the people in your organization who spend the most time with your customers.

Happy Employees Equals Happy Customers

I was recently facilitating a meeting of new leaders when one of them asked how we can engage our people more. I asked him about his own experiences as he was coming up through the ranks. When did he feel most engaged? He responded it was when someone in leadership showed that they trusted him to take on a new project.

The evidence is all around us if we are open to looking for it and asking ourselves the right questions. Your people want to feel like they belong and are contributing to your business's success. They want to be challenged.

Will everyone feel this way? Of course not. Your job is to know your people well enough (and coach your direct reports to do the same) to assess where they are in mindset (i.e. attitude) and skillset to contribute to your firm's success.

Many times leaders, including mid-level managers, miss the opportunity to take the time to coach others. Coaching includes taking time to get to know your employees on a more personal level.

The Leadership Challenge

The challenge is finding creative ways to create collaboration while remaining flexible. Accountability still matters. OJT and sharing knowledge one-on-one still matters.

Manage by walking and Zooming around. Tom Peters

I challenge you as a leader to think about the purpose of your organization. Why do you come to work every day and do what you do? Do you believe that your firm is the best at one thing? What is your one thing?

Align purpose, the one thing, and vision for the future. If you need clarification, then solicit help from your colleagues. Brainstorm. Take time to reflect and co-create.

With this new-found clarity, communicate the vision and purpose frequently and engage with your employees regularly.

Until next time!