Gallup’s latest employee engagement survey reveals employee engagement and trust in leadership are at historic lows. In the first quarter of 2024, only 30% of the workforce was engaged. Seventeen percent of employees were actively disengaged (this toxic group constitutes The Working Dead, employees who share their dissatisfaction with their job and dislike for their manager and the company they work for 8 hour of each work day. And, who should have been fired yesterday!). And 53% of employees are Quiet Quitters, doing just enough to not getting terminated.
But even more disturbing, Gallup’s trust survey shows that a staggering 77% of employees don’t trust their employers to care about their well-being in the work environment!
There is universal understanding that increasing employee engagement is essential for any Team’s success. Yet Team Leaders continue to ignore the fact that, before the post-pandemic workforce will begin to be more engaged, these “needs” must be continually met:
- I need your appreciation for the things I do on a daily basis. And, no, the weekly paycheck is not adequate appreciation!
- I need feedback about whether I am meeting your expectations. I cannot get better if I don’t know how I’m doing! And, no, the annual review isn’t enough feedback! And neither is the quarterly review!
- I need you to treat me with respect. Don’t act like I’m an idiot when I ask a question or need more information! Your instructions are seldom as clear as you think they are!
- I need as much control as possible over my job and the tasks I do. And, yes, that means you have to invest time and resources in training me so I can be better at my job!
- I need you to ask for and listen to my opinion. I don’t always expect you to do what I suggest, but at least give it consideration. After all I am the person who does the job every day and I do know what it will take to make it and me better.
- I need you to care about my well-being and provide me with compensation and benefits that reflect my value to the Team.
While there are other “needs” to be addressed, any Team Leader who is meeting the “needs” listed above is well on their way to creating a High Performance Work Team.
P.S.: Please list the “needs” I have not listed.
