Is it time to ditch the annual performance review for a more engaged and timely feedback processes? I think so. Timely acknowledgement and recognition of work well done can be as simple as an email, or better yet, a short handwritten note. Taking the time to celebrate accomplishments will go a long way for morale.
As a leader, you hold the potential to be the catalyst that ignites or reignites the passion in your people. You can help them to maximize their contributions — leading to a greater sense of fulfillment — by providing professional development opportunities that align with their gifts and talents.
This is part 5 in the 5-part series on Employee Engagement by Diana Gabriel, Certified Strengths Strategy Coach.“Business is more about emotions than most business people care to admit.” — Daniel Kahneman Click To Tweet
We’ve been reviewing the latest employee engagement survey results published by Gallup that show only slight improvements over the last decade. With so many organizations focusing on Employee Engagement, why aren’t engagement levels increasing?
#7. Technology will focus on the employee.
One of the biggest trends is the arrival of a new breed of pulse tools, feedback apps, and anonymous social networking technology. These advanced methods provide regular check-ins with employees to understand their challenges and may eventually replace annual performance reviews.
In 2016, leadership has more tools at its disposal to predict and improve employee engagement. Perhaps in 2017, Gallup’s survey will report a positive radical shift in how people show up to work.
- Jiordin Castle of Appirio writes that in May of 2015, Fortune reported that a record 86% of employees were happy with their jobs — the highest percentage in over a decade.
- The Society for Human Resource Management reported that employees felt respected, trusted senior management, got along with their bosses, and felt motivated at work.
- However, in a survey by Monster.com that reported similar positive findings, 73% of employees polled also said that they were “thinking about another job.” 43% even said they were more likely to consider a new job than they were a year earlier.
Castle writes, “While there are several factors for the uptick in employee happiness and attrition, the following predictions about the year ahead shed light on 3 things: what employees want, why they leave, and what you can do to get them to stick around.” These predictions include:
- Employee engagement will become a key HR objective.
- Gamification will drive corporate goals and planning. At its core, gamification is the use of gaming components to accelerate learning.
- The despised annual performance review will finally die.
- Peer-to-peer recognition will increase.
- A new attrition risk will emerge: low-commitment employees.
Gallup writers Annamarie Mann and Jim Harter sum up the employee engagement crises with this thought:
“Creating a culture of engagement requires more than completing an annual employee survey and then leaving managers on their own, hoping they will learn something from the survey results that will change their daily behavior. It requires a company to take a close look at the critical engagement elements that align with performance and with the organization’s human capital strategy. Managers and leaders should keep employee engagement top of mind – because every interaction with employees can have an impact on engagement and organizational performance.”
In every company in which I have coached leaders, I’ve found that the more focused and intentional the attention given to employee engagement is — and using the StrengthsFinder assessment — the better the business performance.
“Business is more about emotions than most business people care to admit.”
— Daniel Kahneman, Ph.D, Nobel Prize Laureate & Behavioral Economist