By Jay Forte
You have some amazing and remarkable employees who do great things in your workplace. And then you have some employees who do just enough not to get fired.
Sure, these employees show up, but they don’t have the energy, drive and commitment to do the important things in the workplace that advances performance and success. Is it you or is it them?
It is likely a little of both.
The Gallup Organization regularly cites statistics on the engagement levels of employees in the workplace. And alarmingly, nearly 70% of employees are in some form of disengagement. This disengagement happens for many reasons but the most significant are the lack of job alignment and meaningful relationships with managers. Both need to work in concert.
Let me explain.
Alignment is the process of knowing the success attributes of any role and using those attributes to wisely source, interview and hire someone who fits that role. This also applies to knowing and using the success attributes of any role when developing or promoting employees. It is critical for someone to have the abilities needed to be successful in a role.
Alignment, however, cannot stand on its own. You also need a strong, effective and professional working relationship.
In a 2015 study by Peter Massingham and Leona Tam titled, The Relationship Between Human Capital, Value Creation and Employee Reward, the researchers state, “Employee capability may or may not generate value. It is only when individuals are motivated to use their knowledge that it creates organizational benefit, otherwise it is an idle resource.”
Though you may (and must) hire wisely, the job alignment combined with the quality of the relationship the employee has with his or her manager ultimately dictates success. When we feel inspired by those we work for because they make the time for us, value us, develop us and treat us like we matter, we volunteer our best abilities and deliver them with greater energy and effort in the workplace. The result? Greater productivity and performance.
When we don’t make the effort to build the manager-employee relationship, we encourage our employees to move to the sidelines, to do just enough to get by, instead of really contributing. Though they may have what it takes to be great in their roles (they have the abilities), they still need the inspiration, encouragement and interest by their manager to move these abilities from idle to full speed.
Your employees choose how they show up to the moments of their days. Do they do just enough? Or do they fully engage, using their greatest abilities to invent, challenge and improve everything they encounter?
This choice is inspired by how you manage. Are you bringing a healthy combination of alignment and relationships to your workplace?
Learn how to be a mindful and inspiring manager. Our Executive Coaching guides you through foundational tools to help leaders and managers better connect with their employees and deliver greater results. Contact us for more information.