BOOST THE ENGAGEMENT OF YOUR
TEAM IN ONLY 2,5 HRS 💪!!!

HOW DO YOU KNOW IF YOUR TEAM IS ENGAGED OR ACTIVELY DISENGAGED?

The most common signs of disengagement in organizations are:

– Low engagement survey results
– Low productivity
– Low sales
– Lower customer ratings
– High absenteeism
– High turnover rates.

But the easiest way is to check your engagement as a manager here

Do you recognize some of these topics in your team? Read further for circa 3 minutes.

ISSUES ON TOP OF THE ISSUE

You are not alone in this. Employee engagement numbers in Western Europe are surprisingly low for a developed economy. Merely 12% of the employees in the Netherlands are engaged according to Gallup’s State of the Global Workplace report from 2018. For managers, this score is a little bit lower, and there is more…

The single most important factor in building a successful team is the quality of the manager. Managers are accountable for 70% of their team engagement, through their strengths, their engagement and how they work with their teams every day.

Isn’t it shocking? A manager whose most important role is to equip, inspire and improve performance, scores lower on engagement than his or her team. Disengaged managers, create disengaged employees. How can we expect from a disengaged manager to inspire and drive an high performance and engage a high-performance team in a remote an ever-changing environment.

IMAGINE AN ORGANISATION WHERE…

Imagine you lead a highly engaged and successful team. Where you optimized all the potential of your team members and everybody adds value by being on their best! You know your team members and you are highly involved in their lives, through these connections your people trust you and the have each other’s back. The team sees clearly what the have to do to achieve their goals. You lead a team where people make constantly the right decisions and have a nearly perfect performance every time. You are seen an valued for being a competent team manager in this fast-changing environment. You are recognized for your leadership skills (by your superiors) and you are ready for the next step in your career.

WHY ARE YOU NOT THERE YET?
IT’S NOT YOU, YOU ARE NOT AN INCOMPETENT MANAGER. IT’S AN TEAM EFFORT, IN FACT ENGAGEMENT IS PART OF A CULTURAL TRANSFORMATION IN AN ORGANIZATION.

“The problem is that while the science of management has advanced significantly in the past 3 decades, the practice of management has not.” In other words, there is a gap between knowing and doing management. Following a management training or reading a book are great learning opportunities but not a magic pill.

Engagement requires a cultural transformation that affects how all employees think about their job and interact with those around them. It also means committing to the long run, it takes time and effort and continual development.

MOST IMPORTANTLY, ENGAGEMENT IS AN INSIDE JOB, NOT AN OUTSIDE LEARNING.

HOW TO GET THERE?

The good news is that you as a manager don’t need to look further than yourself and your team. That’s not to say that addressing challenges like these is easy. Engagement is build on autonomy, strengths and purpose. Managers and employees develop through the discoveries they make as they perform together and as they are coached.

So the real question is: How can you leverage your strengths as an team manger encourage individuals to make more discoveries about themselves and the team? Here’s a quick guide:

1. Discover your (manager) strengths and  the strengths of your team; Name | Aim | Claim
2. Create the environment for meaningful conversations and build trust; Attention | Clarity | Insight
3. Give each team member a well-defined team role: Construct your purpose  Align your personal purpose to the team goals | Contribut
4. Focus on team collaboration: talk about how to use all the talents in the team | Do that often | Build a habit