When the Gallup Organization published its groundbreaking book, “First, Break all the Rules,” statistical data and case studies explained for the first time the link between what great leaders do and the business results they achieve. And, what great leaders do is lead in ways that motivate their employees to excel. When employees experience a connection to their work, their team, and their organization, they will put forth the extra effort that leads to higher profits, increased customer satisfaction, and greater productivity.
For years, executive coaches have known that individuals who find a “fit” between who they are and what they do are motivated to excel in their work. And great leaders have intuitively known that when employees are doing work that “fits”, they work harder, more efficiently, and stick around—leading to greater productivity and profitability for the organization.
Becoming a Great Leader
There are many different factors that drive motivation for each employee. Great leaders explore individual motivations with their employees to understand what truly connects them to their work, their team and the organization. Out of this understanding, they partner with their employees to explore that “fit” that will inspire them to excel and engage in their work.
Great leaders see this “engaging conversation” as a valuable investment in the success of the employee, the team and the organization. You can begin engaging conversations today by:
1) ASKING YOUR EMPLOYEES when they feel alive, happy, enthused, productive, or skillful on the job. Some will tell you right away, some may need to some to think about it.
2) REALLY LISTEN to their answers and determine how you can help them do more of what is engaging and less of what is not. This will not solve every issue or move a totally unengaged employee into a superstar but it helps.
3) CONSIDER how to form a partnership that will get the job done AND be more engaging to the employee. Set goals that connect the work to the employee’s talents and strengths.
4) CHECK IN REGULARLY to measure progress on goals and evaluate what is needed to continue to encourage employee motivation.
Becoming a Great Organization
Understanding the workforce is the first step to designing an organizational culture that will foster employee motivation and engagement. We focus on educating our clients about motivation and engagement, identifying the factors that drive motivation in the organization, and helping them focus their efforts on high impact strategies.
The Bailey Group’s 20 years of experience in leadership, organizational development, and executive coaching reveals many different factors that contribute to an environment where employees are motivated to put forth extra effort. Every organization has strengths in some areas and concerns in others. By looking at each driver and asking the key questions below, an organization can assess how employees connect to their work and the organization.
1. Trust in Senior Leadership
How do employees perceive their senior leaders? Do leaders demonstrate behaviors or traits that positively impact engagement such as authenticity, communication, presence, and honesty?
2. Manager Relationship
Do leaders or supervisors relate to employees in a positive and open manner? Do they take an active interest in getting to know their employees?
3. Discretionary Effort
Are employees willing to put in extra effort to accomplish a task or to be more successful in their jobs?
4. Utilization of Strengths and Talents
Do employees feel encouraged to explore and use their unique talents and strengths in their work?
5. Development Opportunities
Do employees recognize that they have opportunities to learn and grow within the organization? Are those opportunities supported by their supervisors and leaders?
6. Pride in the Organization
Are employees proud of the organization they work for? Do they recommend it as a good place to work, and do they intend to stay?
7. Connection to Organization’s Success
Do employees fully understand their roles within the organization, and how their job is important? Do they feel committed to the organization’s purpose and strategy?
8. Job Satisfaction
Do employees like the jobs they do?
9. Co-Worker Relationships
Do employees trust and feel connected to co-workers, team members, and others they work with daily?
The Bailey Employee Engagement Survey provides a tool for organizations to measure employee engagement levels on each of these drivers. An overall picture of employee connectedness and motivation to excel can provide the organization with valuable information to create a culture that will yield a high-performing workforce, resulting in greater productivity and profitability over time.
To learn more about our survey, how we can help you motivate your employees to excel, or to receive employee engagement resources please contact Barb Krantz Taylor at btaylor@thebaileygroup.com or (763) 545-5997 x302.
763-545-5997
What Great Leaders Do
When the Gallup Organization published its groundbreaking book, “First, Break all the Rules,” statistical data and case studies explained for the first time the link between what great leaders do and the business results they achieve. And, what great leaders do is lead in ways that motivate their employees to excel. When employees experience a connection to their work, their team, and their organization, they will put forth the extra effort that leads to higher profits, increased customer satisfaction, and greater productivity.
For years, executive coaches have known that individuals who find a “fit” between who they are and what they do are motivated to excel in their work. And great leaders have intuitively known that when employees are doing work that “fits”, they work harder, more efficiently, and stick around—leading to greater productivity and profitability for the organization.
Becoming a Great Leader
There are many different factors that drive motivation for each employee. Great leaders explore individual motivations with their employees to understand what truly connects them to their work, their team and the organization. Out of this understanding, they partner with their employees to explore that “fit” that will inspire them to excel and engage in their work.
Great leaders see this “engaging conversation” as a valuable investment in the success of the employee, the team and the organization. You can begin engaging conversations today by:
1) ASKING YOUR EMPLOYEES when they feel alive, happy, enthused, productive, or skillful on the job. Some will tell you right away, some may need to some to think about it.
2) REALLY LISTEN to their answers and determine how you can help them do more of what is engaging and less of what is not. This will not solve every issue or move a totally unengaged employee into a superstar but it helps.
3) CONSIDER how to form a partnership that will get the job done AND be more engaging to the employee. Set goals that connect the work to the employee’s talents and strengths.
4) CHECK IN REGULARLY to measure progress on goals and evaluate what is needed to continue to encourage employee motivation.
Becoming a Great Organization
Understanding the workforce is the first step to designing an organizational culture that will foster employee motivation and engagement. We focus on educating our clients about motivation and engagement, identifying the factors that drive motivation in the organization, and helping them focus their efforts on high impact strategies.
The Bailey Group’s 20 years of experience in leadership, organizational development, and executive coaching reveals many different factors that contribute to an environment where employees are motivated to put forth extra effort. Every organization has strengths in some areas and concerns in others. By looking at each driver and asking the key questions below, an organization can assess how employees connect to their work and the organization.
1. Trust in Senior Leadership
How do employees perceive their senior leaders? Do leaders demonstrate behaviors or traits that positively impact engagement such as authenticity, communication, presence, and honesty?
2. Manager Relationship
Do leaders or supervisors relate to employees in a positive and open manner? Do they take an active interest in getting to know their employees?
3. Discretionary Effort
Are employees willing to put in extra effort to accomplish a task or to be more successful in their jobs?
4. Utilization of Strengths and Talents
Do employees feel encouraged to explore and use their unique talents and strengths in their work?
5. Development Opportunities
Do employees recognize that they have opportunities to learn and grow within the organization? Are those opportunities supported by their supervisors and leaders?
6. Pride in the Organization
Are employees proud of the organization they work for? Do they recommend it as a good place to work, and do they intend to stay?
7. Connection to Organization’s Success
Do employees fully understand their roles within the organization, and how their job is important? Do they feel committed to the organization’s purpose and strategy?
8. Job Satisfaction
Do employees like the jobs they do?
9. Co-Worker Relationships
Do employees trust and feel connected to co-workers, team members, and others they work with daily?
The Bailey Employee Engagement Survey provides a tool for organizations to measure employee engagement levels on each of these drivers. An overall picture of employee connectedness and motivation to excel can provide the organization with valuable information to create a culture that will yield a high-performing workforce, resulting in greater productivity and profitability over time.
To learn more about our survey, how we can help you motivate your employees to excel, or to receive employee engagement resources please contact Barb Krantz Taylor at btaylor@thebaileygroup.com or (763) 545-5997 x302.