The latest Gallup data came out today and one of the articles highlights the very issue that brought Performance Leadership into being. Germany has an 84% disengagement rate among workers and of that group 49% considered quitting because of their boss. Don’t feel too smug because engagement rates are not much better in Canada and North America.
Why is employee engagement and effective leadership important? To quote the Gallup article by Marc Nink, "work units in the top quartile of employee engagement outperformed bottom-quartile units by 10% on customer ratings, 22% in profitability and 21% in productivity. Work units in the top quartile also saw significantly lower turnover (25% in high-turnover organizations, 65% in low-turnover organizations), shrinkage (28%) and absenteeism (37%). These work units also saw fewer safety incidents (48%), patient safety incidents (41%) and quality defects (41%)." Marc Nink, Gallup, April 15, 2016. When you stop and consider the impact of these numbers it is not hard to see that leadership needs to change in order to drive employee engagement and for a whole number of reasons.
When this data was examined in more detail they found that almost one quarter of all employees had at some point left a job to get away from a bad manager in order to improve their overall life. When employees feel miserable at work that comes home in the form or stress and burnout.
Yet most mangers (95%) said they believe they are doing a good job, most did not see a need for change and over half had never participated in any training to improve their work with their employees. Many managers receive no formal training about employee engagement and how to drive employee engagement.
In our neck of the woods this is now being compounded by the fact that the Baby Boomer demographic is now leaving the work place in high numbers (perhaps aided by the recent events in the oil and gas industry). New people are having to move into those leadership roles with a.) fewer role models to emulate and b.) a loss of a huge amount of "tribal knowledge" around company functions and nuances. Add to this the reality that these leaders are going to have to "do more with less" than their predecessors and we have a recipe for some real hardship in leadership in the coming months and years.
But it does not have to be that way. Performance Leadership is designed to equip new and current leadership with the skills and approaches that specifically address employee engagement and performance. Using the science of behavior and performance metrics managers can approach individual and group performance with a renewed sense of confidence and certainty. It will also give them the means to collect and disseminate the vast array of "tribal knowledge" that exists within their groups and use that to drive improvement as well.
As we move into that new era to having to "do more with less" cogent, effective leadership is going to be crucial. What are you doing to ensure your enterprise, company or team benefit from great leadership?