Employee Engagement in the Time of Hybrid Work
Employee engagement in our hybrid environment is more important than ever.
What’s the best way to study employee engagement? It’s a significant factor to the personal satisfaction, performance of an employee, and the overall success of an organization, and yet, it’s often overlooked or underestimated.
After studying over 2.7 million employees across 100,000+ teams and 50 industries, Gallup released the Q12 Survey, a 12-part questionnaire that has become one of the most effective measurements of employee engagement available.
This survey isn’t just a way to measure engagement. It’s a powerful tool for connecting with employees, one that gives managers a framework for having meaningful conversations. To kick off the start of this four-part series, let’s take a look at the first set of questions that are all about self-assessment.
As you explore the first three questions of the survey, pose the questions to yourself and answer using absolutely, somewhat, and not at all. When you find yourself answering with anything below absolutely, it’s time for you to re-evaluate and assess what you can do to change that answer.
To do a job well, we need to first understand the assignment, which includes what someone wants from us.
Question #1: Do I know what’s expected of me?
There are three types of expectations:
Functional — Roles, task and metrics
Emotional — Expectations within the environment
Relational — Teams collective expectations
If you’re unclear on any of the above, chances are, someone on your team is unclear as well. Working in unison as a team starts with clear communication and expectations.
A painter can’t paint without brushes, and a gardener can’t garden without shovels. Without the proper tools, we can’t expect employees to perform. Whether it’s something as basic as the right software tools or the proper work-from-home setup, do you and your teams have what you need for a job well done?
Question #2: Do I have the materials and equipment I need to do my work properly?
Hardware—This is everything from laptops and monitors to an office chair and reliable wifi.
Software—Do your designers have access to Photoshop? Does everyone on the team have Microsoft Office?
Humanware — This is a term I love. The best work comes when you have appropriate staffing and the right people in the right roles.
If you’re looking to start the new year off feeling reinvigorated with your own work, your employees, and feeling re-centered with your organization’s goals, why not share these questions with your team? The best way to connect is through meaningful communication.
For individual or team coaching, whether that’s CliftonStrengths facilitations or something more specific like executive coaching, there’s no better time than now to get help with your personal and professional development goals. Let’s start a conversation and see how I can support you.