According to a March 2016 Gallup poll, employee engagement reached an all-time high at 34.1 percent. Since 2012, engagement had not risen above 33 percent, marking an upward trend that has been uncommon in recent years.
Rounding out this statistic are the facts that 49.5 percent of employees were “not engaged” whereas 16.5 percent were “actively disengaged.” Gallup measures engagement through a number of workplace elements. Just some of these elements include opportunities to excel on a daily basis, encouragement in the development of skills, and the belief that their opinions matter.
You already know why employee engagement matters: It keeps workers enthusiastic about and actively involved in their work. Moreover, the most engaged employees are those that remain at the forefront of innovation and creativity, driving the growth that organizations crave.
There’s just one problem: Most employees aren’t engaged. And if you fear yours aren’t, there’s a simple solution - engage your leaders.
If your leaders aren’t engaged, your employees won’t be either. After all, corporate executives are those who identify, set, and reinforce company culture. Relatedly, they should reinforce a leadership culture that will also trickle down to employees and create the positive results expected in any engaged workplace.
Without a dedicated, intentional foundation for employee engagement, you can’t expect much of your employees. But by taking the time to develop a Leadership Code of Conduct, you can do your part to ensure there is no confusion as to what you expect of your employees (and, more importantly, you will set up an environment in which it can thrive).
To drive employee engagement, you need a LCC. Doing so will set the standard of how you want your company to work and grow together, not to mention what will remain important as leaders as the company grows.
Your LCC will include statements like “We are [X]” or “We model [X].” Doing so will demonstrate not just what the leadership team aspires to be, but will hold them accountable to bring about results.
Once you identify these statements and implement them properly, your employees will follow the same example. Thus, when leaders are engaged, employees will be engaged as well.
With Flock, reinforcing your LCC is simple. After all, it’s an HR system and time off tracker that makes it simple to manage employee data, maintain visible benefits, and use social networking tools to keep engagement high.
If you’re interested in Flock, sign up for free today to begin enjoying the benefits you should already have for your growing SMB. Engaging your leaders (and employees) both now and for years or decades to come just got a whole lot simpler.
We want to hear your thoughts: Do you believe leadership engagement is vital for employee engagement? Why or why not? We look forward to reading your comments below!