“Effective leadership inspires more than it empowers, connects more than it controls, demonstrates more than it decides. It does all this by engaging – itself above all, and consequently others”
(Henry Mintzberg)

 

What is engagement?

Staff engagement is essentially all about great management – you can’t drive employee engagement unless you have great leadership. Here at Squire HR, we can work with your leadership and management teams to make sure they’re getting the best out of your people.

Getting your staff to go that extra mile and do more without being asked is borne out of gaining their commitment and igniting their passion. People giving discretionary time, energy and thought to achieving business goals is helped by making sure they feel they are fulfilling their own personal goals at the same time. Engaged staff will outperform dis-engaged colleagues by up to 28% – if you could get all your employees truly engaged, you could accomplish more work with just 40 people than your competitors could with 50.

Why does it matter?

There can sometimes be a lot of myth surrounding engagement surveys and action planning – how does the business benefit from an engaged workforce? Countless research studies have been done on this and Squire HR can work with your leadership and management teams to look at this in more detail and come up with the right way to drive engagement in your business.

  • Having engaged people will drive your business forward.
  • There are proven, strong links between levels of employee engagement and company performance.
  • Engagement is not the same as happiness …. it’s about discretionary effort which makes people go the extra mile.
  • Productivity is linked to efficiency and in turn, to dedication.
  • Engagement surveys can tell you what’s working, what needs fixing and what else you can do to make your company a great place to work.

In short, engaging people makes business sense. The hard evidence shows that an engaged workforce positively impacts the business bottom line, including; lower staff turnover, higher customer satisfaction & loyalty and enhanced sales performance, to name just a few.

Through a number of tried and tested techniques, we can work with you to find out how engaged your people are as well as looking at how engaging you are as a company, as a leader or as a manager.

Here’s what Squire HR can do for your business:

  • Design and implement the best engagement programme for your business – developing a clearly defined vision for your engagement survey that shows the link between what you do on a day-to-day basis and the overall strategy.
  • Look at the right survey and the right questions for your business that determine how engaged your staff really are.
  • Help you to understand what engagement means for your business and make sure that everyone knows the difference and benefits an engaged workforce can bring.
  • Working with your leadership and management teams, either through dedicated training and development programmes or one-off individual support programmes, to ensure they have the skills to be truly engaging and get the most out of your people.
  • Analysing your results to determine what it is you need to do to make improvements where it really matters.
  • Working with you to prioritise actions, concentrating on the ones that will really make a difference at individual and team level, using a variety of activities and tailored support. What gets measured gets done!
  • Support individuals in driving change, winning over senior stakeholders, adding strategic value to the business and demonstrating positive impact on the bottom line.

Research undertaken by Dr Ines O’Donovan in 2012 from the International Research for Mentoring, Coaching and Leadership identified a range of drivers for engagement where leaders and managers play a vital role. Squire HR can design, implement and work with you to focus on those behaviours that are particularly effective in creating and maintaining high engagement, including:

  • Communication
  • Mentoring/Coaching
  • Involving staff
  • Showing trust and confidence
  • Role-modelling
  • Encouragement / motivation