a manager who can coach and mentor them to the next level. They are looking for leaders who truly understand their challenges and plays to their strengths. Gallup researchers of employee job-engagement and working


environments, find that only 15% of employees engage with their work. That means that globally, 85% of employees are either not engaged or are actively disengaged at work. That’s a tough statistic to wrap your head around! As an employer, it’s your responsibility to help your employees to feel that they are needed and truly make the difference. It’s not just about rewarding hard work when it happens; it’s about inspiring a desire to work with your team from the very beginning. When Gallup analyzed the differences in performance between


engaged and actively disengaged business/work units, those scoring in the top quartile on employee engagement significantly outperformed those in the bottom quartile on these crucial per- formance outcomes:


The world’s greatest workplace cultures do not happen by accident. Leaders, managers and employees at every level of the organization deliberately define, cultivate and consistently support the organizational culture.


Organizations have invested significant time and resources in 41%


LOWER absenteeism


59% LESS


turnover


(in high-turnover organizations)


40%


LOWER absenteeism


20% HIGHER


sales


10% HIGHER


customer rating


17% HIGHER


productivity


58% FEWER


patient safety incidents


28% LESS


shrinkage


24% LESS


turnover


(in high-turnover organizations)


70% FEWER


safety incidents


engagement programs and performance management systems over the years. Although systems and processes matter, Gallup has discovered that a person’s manager is a primary factor in an employee’s engagement and, ultimately, their performance. Managers account for 70% of the variance in team engagement.


They are responsible for ensuring that employees know what work needs to be done, will support and advocate for them when needed, and are skilled at explaining how their work connects to organizational success. Leading a team is different than managing a team. If leaders could prioritize one action, it should be equipping their managers to become leaders and coaches. This means putting engagement front and center as a primary role responsibility. High-development organizations encourage everyone to con-


tinue to experiment and take on increased responsibility in what they naturally do best. This requires more from leaders as they need to think critically and creatively about what job growth really means in their company. Building a high-development culture is not about achieving high


or low engagement scores. It’s about meeting employees’ ongoing needs by building a culture that spotlights high performance and coaches employees to be their best self and produce their best work. Successful organizations integrate engagement into all of their


most important business processes, from performance manage- ment to executive strategic planning to employee learning. When engagement is emphasized across the organization, employees grow and develop day after day – improving their performance along the way. In Gallup’s studies of the world’s most successful organizations,


21% HIGHER


profitability


Source: Gallup: Building a High-Development Culture Through Your Employee Engagement Strategy


they learned that a culture of high employee development is the most productive environment for both the business and their em- ployees. It also aligns with the expectations of the current workforce. The world’s greatest workplace cultures do not happen by accident. Leaders, managers and employees at every level of the organization deliberately define, cultivate and consistently support the organizational culture. Once a plan for culture change is in place, the unified voice from the top should be clear: This is how we do business. This is an expected part of how we work. This is our high-development culture and we are glad that you have chosen to be a part of it.


JULY/AUGUST 2022 ARGENTUM.ORG 19


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