Campaign Crash-Diets: Why Your Employee Engagement Approach is not Sustainable

Employee engagement is a critical factor in the success of any organisation. However, many companies are grappling with declining engagement levels, employee turnover, ineffective leaders, and missed business goals. Traditional approaches like running campaigns or setting new targets are short-term solutions that fail to address the underlying issues. In this article, we will delve into the reasons why these quick-fix solutions are unsustainable and explore how embracing a different philosophy can lead to lasting improvements in employee engagement.

The Challenge of Sustainable Employee Engagement:

One common frustration organisations face is the decline in employee engagement, resulting in the loss of valuable talent. This downward trend can have severe consequences, such as increased staff attrition, higher costs, decline in service quality, and missed key performance indicators (KPIs).

Moreover, ineffective leaders and poor decision-making can exacerbate these issues. When leaders lack development and support, they struggle to make sound judgments, leading to frustration and a lack of confidence within their teams. This, in turn, negatively impacts business results and team morale.

The Need for a New Approach:

It is evident that previous approaches used to address these challenges have not yielded sustainable results. Initiatives like engagement campaigns, setting new targets, or providing generic training courses and mentors have proven ineffective in the long run.

Instead, organisations must adopt a new philosophy that prioritises creating a collaborative and empowering environment. Exceptional leaders proactively balance demand and capacity, recognising the interconnectedness of every aspect of the business. By fostering open and transparent conversations, leaders can resolve conflicting priorities and ensure all moving parts work together harmoniously.

Building Engaged and Effective Leaders:

To overcome these challenges, organisations should invest in developing their leaders. Rather than relying on superficial actions, leaders should focus on creating a positive work environment through open dialogue, active listening, and empowering their teams to solve problems.

In addition to leadership skills, effective leaders should possess business acumen and a deep understanding of the drivers that impact the organisation, such as processes and people. By equipping leaders with the necessary tools and providing relevant training opportunities, organisations can cultivate engaged leaders who build trust, empower their teams, and drive business success.

Moving Towards Sustainable Change:

To achieve sustainable improvements in employee engagement and leadership effectiveness, organisations must shift their approach. Merely relying on quick-fix solutions is no longer sufficient. Instead, organisations should prioritise developing an environment that fosters collaboration, empowers and trusts employees, and proactively balances demand and capacity.  We call this an “ASK ENVIRONMENT”.

Conclusion:

It’s time for organisations to move away from campaign crash-diets and embrace a more sustainable approach to employee engagement. By investing in the development of leaders and creating an environment of trust and collaboration, organisations can foster employee engagement, drive better business results, and nurture a culture of continuous improvement.

Remember, sustainable change starts with a shift in mindset and a commitment to empowering leaders and employees alike. Together, we can create a thriving work environment that fuels success and delivers long-term benefits for everyone involved.