To Measure Employee Engagement, Start at the Top

Studies show only 26% of companies are achieving meaningful employee engagement.

That’s a pretty low number—especially considering employee engagement begins with leaders showing they value their people and are willing to spend time and resources on helping them capitalize on their strengths.

So how can you help change the statistic? Start by determining what your agency needs and defining your goals. Then you can create appropriate employee development programs that address the specific issues, challenges and objectives that matter to your agency.

A common misconception about organizational development is that those who receive coaching or participate in development activities have done something wrong, need them to avoid termination or just aren’t measuring up. But think about sports—when was the last time you saw a professional athlete without a coach?

Professional teams practice more than they play. The same holds true for business. Development programs make good leaders great and bring out the best in top performers, helping them work together more effectively, function as a more cohesive unit and adequately prepare themselves for challenges.

Spending time with top performers is a crucial part of being an effective leader. The best leaders communicate effectively, reinforce the beliefs of the top performers at their firms, replace fear with confidence and build meaningful relationships that lead to true operational teamwork.

Make it a priority to connect with your key people, build strengths around them and engage them to exceed expectations. Here’s how:

• Set aside weekly or biweekly meetings with managers or key staff.
• Take the time to understand the team’s workload and any concerns that might exist.
• Reinforce a job well done while providing constructive feedback on growth opportunities.

Most important, make sure each of your top performers knows he or she is truly valued by continuing to develop their talents. Leaders owe it to themselves and their company to retain only those people who are—or have the potential to be—top performers.

Herb Greenberg is the CEO of Caliper.