Our last post tied together how Employee Engagement is impacted by an effective performance management process. I ended with the question, “How do you engage your employees”? As I continue to do research on best practices for creating ideal performance management cultures, I couldn’t help but share this wonderful InfoGraphic from the National Business Research Institute, Inc. (NBRI) located in Dallas, Texas.

The power of visuals can underscore the importance of Employee Engagement and this InfoGraphic displays just that. NBRI highlights a couple of key areas that all company leadership needs to understand about their employees:

1. Only 1 in 3 employees are engaged at work. Does your organization have a structured way to measure the contribution of employees and provide valuable performance feedback?
2. The #1 reason employees leave a company is the lack of career advancement. How does your organization document career plans and identify employee resources for skill development?
3. How do un-engaged employees spend their time? As your leadership team walks through the company building and participates in conference calls with employees, do they notice how many employees are giving 100%?

Employee engagement is an indication of “how “an employee approaches their work every day. Their individual mission can be ignited by the consistent communication with the supervisors, both formal and informal, to discuss how they are performing towards the goals and how to address any shortcomings.

Responsibilities for engagement are at all levels: Top Management, Supervisors and Employees. Everyone must have a sense of ownership to make certain the process to address questions and concerns is utilized. More importantly, a clear communication of the company goals, tasks and accomplishments provide the energy needed for the employee engine at work well each day.

Think about your interactions with your employees. Do they want to keep pushing towards company goals or get away as soon as they can? The leadership team makes the difference in shaping the culture. Are you reinforcing, during your coaching sessions throughout the year, that your employees matter? Do you look for ways to delegate responsibility to employees who expressed, during their performance evaluation, the desire to grow and move up in the company? Most importantly, are YOU having that experience with your manager? Many times we duplicate what we experience.

Need a great idea for your next supervisor meeting? Bring this InfoGraphic on Employee Engagement and begin the important dialogue on spending quality coaching time with employees. Imagine how meaningful the employee performance management process would be if each manager began their discussions with a review of this InfoGraphic http://ow.ly/85pep. It’s all a matter of perspective for us to understand why providing feedback makes such a difference to the engagement level of employees.

Can Employee Engagement really make a difference in the quality of your performance discussions? Leave a comment and let us know what you think.

Does it make a difference to you?
About Bullseye Evaluation: Looking for a system to make Performance Management a strategic advantage? BullseyeEvaulation offers a web based solution to help shift the culture of expectations for your company. At Bullseye Performance Management Systems, we believe HR Professionals are operational and strategic partners when managing an organization.

Author's Bio: 

Pat Bell is an HR Advisor with Bullseye Evaluations. BullsEyeEvaluation offers Employee Performance Evaluation, Performance Management Systems & Performance Appraisal System