A Three Part Series
Driving Engagement and Measuring Success
What Are the Drivers of Employee Engagement?
In today’s environment, several key drivers significantly impact employee engagement, particularly for remote sales teams:
Infographic from Gallup.com
Purpose: Employees need to understand how their work contributes to the organization’s larger mission.
Development: Opportunities for growth and development keep employees motivated and engaged.
Empathy/Caring: A culture of empathy and care, where managers and leaders genuinely care about their employees, fosters a supportive environment.
Ongoing Conversations: Regular, open communication between managers and team members is essential for maintaining engagement, replacing the outdated annual review model.
Focus on Strengths: Encouraging employees to leverage their strengths while providing support to develop areas of weakness helps maintain engagement and growth.
Improving Employee Engagement Strategies
Sales managers can implement several strategies to enhance engagement within their teams:
Regular Check-ins: Frequent one-on-one meetings to discuss progress, concerns, and goals.
Recognition and Rewards: Acknowledge and reward employees for their achievements and contributions.
Team Building Activities: Virtual team-building activities to strengthen team bonds and improve morale.
Skill Development Programs: Offer training and development opportunities tailored to individual and team needs.
Measuring Employee Engagement: Gallup's Questions
Gallup’s model for measuring employee engagement involves asking specific questions that assess various aspects of the workplace environment. These questions help managers understand where they stand in terms of engagement and identify areas for improvement. Key questions include:
Do employees know what is expected of them?
Do they have the materials and equipment to do their work right?
Do they feel cared for at work?
The Employee Engagement Model
Gallup’s employee engagement model focuses on identifying and nurturing three types of employees:
Engaged: Highly involved and enthusiastic about their work.
Not Engaged: Satisfied but not emotionally connected to their work or workplace.
Actively Disengaged: Unhappy at work and likely to undermine the efforts of others.
Understanding these types helps managers tailor their engagement strategies to meet the needs of each group.
Actionable Takeaway: Implement structured engagement strategies and utilize Gallup’s measurement tools to gain insights into employee engagement levels. Regularly review these metrics to drive continuous improvement.
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