“People don’t leave jobs, they leave bosses.” Many of us have accepted jobs that seemed suited to our skills and ambitions, only to realise that our new manager provides too little support – or too much guidance. Of course, attributes like these don’t make for a bad manager. But they can make for a poorly matched employee-manager relationship.
Not all managers with disengaged staff will be necessarily bad, they just manage in a way that’s not compatible with every one of their employees.
Improving employee engagement has been a common goal for many organisations for decades, so we take a look at the benefits of an engaged workforce, and how managers can help develop and nurture this through psychometric assessments.
Benefits of Engaged Employees
Engaged employees make it a point to show up to work, and generally have better healthcare outcomes as a result of reduced stress and anxiety.
Engaged workers are more likely to stay with their employers, reducing the costly and time-consuming job of replacing rules regularly.
According to research, workgroups in the top quartile of engagement are more present and productive; they average 17% higher productivity, and 21% higher profitability.
An engaged workforce will foster a culture built around trust and respect, and one where workers are both able to take ownership and work together as a team for the benefit of the company.
How Do You Achieve this Through Their Managers?
Know What Type of Person Each Individual on Their Team is
Everyone within a team has a different personality, background, pain points and preferences. The job of a manager is not only to be a fountain of knowledge, but to manage people, and understand the types of people on their team.
Understand What’s Important to Each of These Types of People
One person might require feedback regularly and thrive on praise, another might need specific instructions, and another will work best with a sense of autonomy.
Communicate with Individuals in a Way That’s Right in Each Case
Some employees will require a daily catch up, some a bi-weekly 1-2-1, and some are happy with pinging across emails whenever needed. If an employee comes to you with a grievance, it’s important to understand their personality to decide how to deal with it and how to best communicate with them in a way that will improve the situation.
With the right psychological assessments, you can understand your team and find out what it takes to keep them happy. Arming your leaders with the right information to manage people well can significantly improve overall engagement.
Psychometric assessments provide the fundamental tools for businesses to improve productivity within their workforce, fostering a culture of motivated staff working together harmoniously, and effective leadership.
By understanding what people fundamentally want from their job, and by arming managers with this information, you can turn work from something people do, to something they actually enjoy.