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Tip #6 to Improve Employee Engagement

I know this tip seems obvious (#Duh), but unfortunately, most organizations struggle to equip their managers and employees with the tools and resources they need. Only 60% of employees agree they have the tools and resources they need to do their jobs well (Glint and IBM Employee Engagement Survey Results).  

Tip #6: Equip Managers and Employees with Tools and Resources They Need To Do Their Jobs WELL

Employees are not shy about letting their leaders, and the organization, know about their lack of support and will provide very specific details on how to address the perceived lack of support whenever asked. I love the "tools and resources" question on employee engagement surveys because of the details employees provide in the comments.  

If leaders do not address the tools and resources issue, employees start to believe the organization is not willing to make the appropriate investments to make employees more successful, which is a key driver of disengagement (Quantum Workplace - Best Places to Work). 

So, why do leaders and organizations struggle with this basic management responsibility? 

We find that...

A. They do not know what their employees need to do their jobs more effectively, or
B. They do not know how to get their employees what they need, or 
C. They believe it is too difficult to get their employees what they are requesting

Follow-up Actions

  1. Include the "tools and resources" question in your next 1-on-1 meeting. If leaders do not know what their employees need to do their jobs more effectively, they should include this question in their next 1-on-1 meeting script. We also encourage organizations to include this question in their formal employee engagement survey. 
  2. Work with your HR team, your boss, or a peer leader. If leaders do not know how to get their employees what they need, they should schedule time with their HR team, boss, or peer leader to develop plans to address their tools and resources need. 
  3. Solicit support from your employees. It takes a village to drive employee engagement. Leaders cannot, and should not, address all of the tools and resources requests of their teams alone. Soliciting support from the people making the request is a great way to increase capacity and drive collaboration.
  4. Track the issues being worked and take credit for the wins. Leaders will quickly lose credibility if they forget about issues brought to their attention, so we encourage leaders to track all tools and resources issues / requests (#KeepItSimple). When issues are resolved, leaders should take credit for the win by letting their employees know!

Contact IMC at info@imc.consulting if you would like to learn more about our employee engagement or organizational effectiveness support.
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