Consider the following questions to review your current approach to employee engagement:
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What strategic priorities have been established for employee engagement in your business? What do you expect of it in terms of helping to maximise the contribution of your employees?
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At present in your business, do you have a defined engagement strategy to realise those priorities, or a clear set of actions that you consistently apply to raise engagement levels? How successful have those initiatives been? If you don’t do anything specific in this area, why not?
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What proportion of your employees would you consider to be fully engaged with the business and giving their all on a consistent basis? What proportion are somewhat engaged? What about those who are disengaged, are there many of those about? If yes, how are you dealing with them?
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Do you currently measure employee engagement, or is it employee satisfaction that you measure?
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If asked, how would your employees collectively view the way they are led and managed at present? Where might there be blockages as regards leadership effectiveness?
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How aware are your employees about your Vision and Mission and do you think those statements make a meaningful difference to them? Do you believe that the majority of your employees ‘fit’ with the culture of your business at present?
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When your employees are left unsupervised, as best you can ascertain, do they generally tend to work to a high standard and feel empowered in the manager’s absence, or do they see it as an opportunity for some ‘down’ or ‘goofing’ time?