{"id":460,"date":"2014-11-07T13:07:24","date_gmt":"2014-11-07T13:07:24","guid":{"rendered":"https:\/\/www.workstars.com\/recognition-and-engagement-blog\/?p=460"},"modified":"2019-07-26T13:27:45","modified_gmt":"2019-07-26T12:27:45","slug":"employee-engagement-gallup","status":"publish","type":"post","link":"https:\/\/www.workstars.com\/recognition-and-engagement-blog\/2014\/11\/07\/employee-engagement-gallup\/","title":{"rendered":"Engagement. I am still waiting for Gallup. Are You?"},"content":{"rendered":"

Last years article by research firm Gallup, provided pretty clear direction on the \u201cFive steps to firing a manager with a disengaged work group<\/a>\u201d. I remember that it created a little HR controversy when published, it was bold, and raised some very relevant points around the role, and expectations of a manager.<\/p>\n

The Gallup article asked us to focus on the 25% of managers with the lowest engagement scores, look at external factors, reposition them, and, if all else fails, fire them.<\/p>\n

However, I\u00a0was still waiting on the next article that tells us what the top 25% of managers are doing so right? Had I missed it? Had Gallup changed their strategy?\u00a0Was it a secret we have to pay for?\u00a0Were we already more interested in day to day engagement analytics than annual surveys?<\/p>\n

I actually agreed with much of what Kevin McConville said, \u201cBad managers are chasing away your talented employees and valuable customers, and they are damaging your brand\u201d makes perfect sense to me. Surely the next statement\u00a0was \u201cGood managers are attracting talented employees and creating loyal customers, they help build your customer and employee brand. And THIS is what good managers look like\u201d…………..<\/p>\n

Nope, sack them and silence.<\/p>\n

So whilst waiting, Gallup got me thinking, what do I think the 25% do so well? And why is there no mention, context or honesty around the leadership team? Zero analysis on the people who set the tone, values and actions of the company.<\/p>\n

I got to work<\/p>\n

As Gallup hint. They are naturally gifted<\/strong><\/p>\n

You cannot expect your manager\u2019s approach or attitude, to be anything more or less than how they naturally feel, act, or think. You can\u2019t pretend to care and share, some managers are always going to score a little better, they just find it easier.<\/p>\n

Managers understand Engagement ( It\u2019s not hard ), the best build their actions round it.<\/strong><\/p>\n

They know what an engaged employee looks like and how their behaviour and actions can influence or make a difference, for good and bad.<\/p>\n