No one ever grew by staying safe, silent, or on the sidelines. The proven truth is simple: growth is the ROI of engagement.
Leaders consistently tell us that their future success depends on developing people who understand — and enthusiastically buy into — the company’s mission, values, processes, products, customers, and culture. In recruitment terms, that level of experience is priceless. It’s the ultimate audition: you get to see them, and they get to see you.
These are the people you want to retain. And the top strategy for doing that is continuous feedback paired with progressive levels of engagement. According to Gallup, 80% of employees who received meaningful feedback in the past week are fully engaged, compared to the national average of just 32%. A culture of clear, consistent feedback isn’t a perk — it’s a performance strategy.
Organizations often use targeted programs to help unengaged employees become engaged contributors. Effective drivers include:
• Purpose: Helping employees understand how their daily work connects to the company’s broader mission.
• Two‑way communication: Creating channels where employee feedback is heard and acted upon.
• Coaching & growth: Providing mentorship, focusing on strengths, and mapping out clear career paths.
• Recognition: Celebrating milestones and high‑quality work so employees feel valued.
Leaders must model the very thing they want from their people: two‑way communication, growth through coaching, and continuous feedback. The operative word is engagement — because a leader’s engagement is the single biggest predictor of an employee’s engagement.
If you’re not doing that, step out of your comfort zone and start building growth strategies designed around engagement today.
Mary Tyler Moore (1936 – 2017): American actress, producer, and social advocate. Her roles helped define a new vision of American womanhood and appealed to an audience facing the new trials of modern-day existence.
No comments:
Post a Comment