Our company is conducting our annual engagement survey of both our customers and our employees. Every company I've had the privilege of working for has completed some form of engagement survey. Working in early childhood education, it makes sense that culture and climate are critical factors in creating the absolute best environment for children to thrive.
As I submitted my responses (spoiler alert: I'm highly engaged), I was reminded of a past incident where the team was not so engaged...and when the survey came out we were all curious how leadership would navigate the results. Though I understand it is ultimately the responsibility of the high performing team to own their engagement, it was pretty disappointing to have leadership skirt responsibility for the environment in which the team was operating in.
Ego, insecurity, stability of leadership, a lack of trust, and a shortage of investment in relationship building had landed the entire team in a situation where engagement was low. There was no one factor to isolate and blame, but an invested leader would roll up their sleeves and offer "how do we work together to fix it" verses finger pointing and offering a "me vs all you" approach.
"You're going to be engaged, or else," did very little for building trust on the team and moving us past the storming phase of our team building. Thank goodness for a courageous HR facilitator and the vulnerability of a few key players on the team. The toxic leader eventually moved on (even in retail, it was not a culture fit) and the team built the trust they craved.
Nonetheless, it was a lesson in team building and the importance of building relationships anytime there is a reporting change. How you make people feel is important, especially when it comes time to ask for discretionary effort.
How's your engagement? Does your company measure engagement through a Gallup survey, or other means? How often? Would love to hear and learn more!
jt
As I submitted my responses (spoiler alert: I'm highly engaged), I was reminded of a past incident where the team was not so engaged...and when the survey came out we were all curious how leadership would navigate the results. Though I understand it is ultimately the responsibility of the high performing team to own their engagement, it was pretty disappointing to have leadership skirt responsibility for the environment in which the team was operating in.
Ego, insecurity, stability of leadership, a lack of trust, and a shortage of investment in relationship building had landed the entire team in a situation where engagement was low. There was no one factor to isolate and blame, but an invested leader would roll up their sleeves and offer "how do we work together to fix it" verses finger pointing and offering a "me vs all you" approach.
"You're going to be engaged, or else," did very little for building trust on the team and moving us past the storming phase of our team building. Thank goodness for a courageous HR facilitator and the vulnerability of a few key players on the team. The toxic leader eventually moved on (even in retail, it was not a culture fit) and the team built the trust they craved.
Nonetheless, it was a lesson in team building and the importance of building relationships anytime there is a reporting change. How you make people feel is important, especially when it comes time to ask for discretionary effort.
How's your engagement? Does your company measure engagement through a Gallup survey, or other means? How often? Would love to hear and learn more!
jt
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