Michelle Velan 🩵🧠’s Post

According to Gallup: The manager or team leader accounts for 70% of the variance in team engagement!⁠ ⁠ And based on decades of employee engagement research, we know that engaged employees produce way better business outcomes 🚀 ⁠ ⁠ But only 23% of employees worldwide fall in the "engaged" category 😩 ⁠ ⁠ With 70% of the variance in team engagement being determined solely by the manager and the knowledge that engaged employees produce the best outcomes...⁠ ⁠ Employee engagement should be a manager's primary responsibility 💪 ⁠ ⁠ Unfortunately, most managers don't know how to make frequent conversations meaningful, so their actions are more likely to be interpreted as micromanaging without providing the right tools and direction.⁠ ⁠ In order to manage and lead their employees effectively, managers need the tools and training to:⁠ ⁠ - ✅ manage stress⁠ - ✅ lead themselves ⁠ - ✅ communicate effectively and empathetically⁠ - ✅ think abundantly⁠ ⁠ And it's essential to do so.... ⁠ ⁠ Because when companies improve engagement, they simultaneously improve employees’ lives and business performance and profitability.⁠ ⁠ People Leaders: What's helped you improve engagement at work? Share your insights in the comments!⁠ ⁠ Ps. At Wondersource we understand the pivotal role that managers play in fostering engagement, which is why our programs focus on equipping them with the tools to effectively manage stress and support their teams⁠ ⁠ But, it doesn’t stop there. We are also dedicated to 💪 empowering employees, 🪴nurturing their skills, 🪜developing their talent, and 👐 supporting their strengths. Our approach is designed to drive meaningful engagement at every level, which means your people will thrive. ⁠ ⁠ If you’re ready to transform your company by prioritizing employee engagement, let’s connect. Send me a DM to learn more about how Wondersource's Mind, Body, Work program is helping ambitious companies support their employees to live healthy and become their most engaged successful selves 🚀 ⁠ ⁠ #mentalfitnessatwork #corporatewellbeingstrategy #corporatewellnesssolutions #professionaldevelopment #workplaceculture

Understanding employee engagement is crucial for leaders aiming to boost productivity and create a positive work environment. But what does it really take to engage your team effectively? ✅ Make Them Feel Seen: Foster a sense of belonging within your team. Recognize each team member’s unique contributions and ensure they know their presence is valued. Simple actions like greeting by name, inquiring about their lives outside of work, and showing genuine appreciation for their work can make a significant difference. Encourage a community feel at work where friendships can thrive. 🤝 ✅ Make Them Feel Heard: Engage by actively seeking your team’s feedback, suggestions, and innovative ideas. While not every idea can be implemented, the practice of asking and genuinely listening can significantly boost team morale and engagement. Remember, feeling heard is a key component of feeling valued. 🗣️ ✅ Encourage Continuously: Move beyond generic praise and connect with your employees on a personal level. Tailor development opportunities to each individual’s goals and illustrate how these aspirations fit within the broader team objectives. This personalized encouragement helps employees see their growth path and their role in the team’s success. 🚀 Implementing these strategies not only increases productivity but also builds a more cohesive, motivated, and committed team. Strive to create workplaces where everyone feels seen, heard, and encouraged, and watch as your teams achieve beyond what imagined possible. #Leadership #EmployeeEngagement #TeamBuilding #WorkplaceCulture #BusinessGrowth #ManagementConsulting #GlobalConsultancyPartners #GCP

I came across a great article the other day called, "Achieving Breakthrough Engagement: The Missing Piece of the Puzzle." Achieving breakthrough employee engagement requires leaders to prioritize it as a daily habit, creating a culture where employees feel valued, confident, connected, and empowered. Research highlights that leadership behaviors, such as active listening, fostering psychological safety, and empowering innovation, significantly impact engagement. True progress demands courageous leadership, aligning daily activities and organizational priorities with the goal of making engagement second nature across all levels. This active effort pays dividends to any size organization in a variety of industries. #easystep #engageyourteam #positiveculture #efficiency #increaseproduction #dalecarnegietraining

Jim Harter, Gallup: One of the strategies to improve engagement: "Prioritize identifying and selecting managers with the innate ability to engage and inspire employees, especially in a workplace environment where employees feel detached."

Employee engagement starts with you! As leaders, you are the main drivers behind employee engagement. Here’s how you can elevate your team's motivation and productivity: ➡️ Communicate Clearly & Regularly: Make transparency a priority. Regular updates and open lines of communication build trust and keep your team aligned. ➡️ Recognize and Reward: Don’t wait for annual reviews. Acknowledge accomplishments big and small to boost morale and encourage continued excellence. ➡️ Provide Growth Opportunities: Help employees expand their skills through training and development. Career growth is a huge motivator and engagement booster. ➡️ Foster Inclusivity: Cultivate a workplace where diverse perspectives are valued and everyone feels they belong. Inclusive environments are engaging environments. ➡️ Solicit Feedback: Actively seek your team’s input on how they and the organization can grow. Show that you value their opinions by implementing feasible suggestions. ➡️ Support Work-Life Balance: Respect personal time and promote flexibility. When employees feel their personal life is valued, their engagement at work increases. ➡️ Lead by Example: Demonstrate the work ethic, attitude, and values you want to see in your team. Leadership is as much about actions as it is about directives. ➡️ Create Meaningful Work: Ensure every team member knows how their work contributes to the company’s success. Purpose drives performance. What else have you tried that has kept your employees engaged? ----- Ready to explore more ways to keep employees engaged? Book a complimentary call through LI or DM me at kerri@kerrisutey.com. #engagedemployees #leadership #inclusivity

Alarmingly, U.S employee engagement has hit an 11-year low, with 4.8 million fewer employees engaged this quarter, yet some workplaces are bucking this trend. 💪 These top-performing organisations average 70% engaged employees, which is more than seven times the U.S. average. 🤯 Which is important because employee engagement links to many crucial organisational performance outcomes. 📈 One of the keys to their success? Strategically intentional, inspiring workplace cultures, supported by coaching leaders who combine flexibility with accountability. 🎇 Are your leaders equipped with these necessary coaching skills? Get in touch to find out how we at Performance Consultants International can help. #employeeengagement #coachingcultures #leadership #coachingleaders #highperformingcultures #workplacetrends

Elevating Culture Every Day: Rethinking Engagement Surveys 🤔 Ever found yourself contemplating the idea of conducting an employee engagement survey, only to wonder if it signals a deeper need for support in fostering a culture of accountability and performance? Employee engagement surveys provide a glimpse into the daily tapestry woven by managers and employees. But let's take a closer look at their significance and what truly defines success. Throughout my career as an expert in culture change and employee engagement, I've seen various approaches to interpreting and working with survey results. Some organizations rely on HR to drive action plans based solely on survey outcomes, while others task senior leaders with setting expectations for managers to execute plans to enhance engagement ratings. But do these plans truly make an impact, or do they become mere checkboxes? I've had the privilege of collaborating with proactive leaders, like a Site VP focused on driving performance improvements and fostering leadership accountability. Together, we implemented a comprehensive training program that instilled a culture of accountability among all plant managers and employees. In just nine months, attrition rates plummeted to less than 1% sitewide, with leadership taking ownership and employees clearly understanding expectations. It was a remarkable transformation, surpassing our business objectives. This success story underscores a vital truth: while engagement surveys offer a snapshot 📷 in time...authentic culture and engagement manifest in your employees' performance and business results every 📅 day. Sustainable change stems from nurturing high-performing teams, empowering managers to lead effectively, and driving tangible outcomes. This is where I can help to build a culture of accountability and performance for sustainable results. So, if you're contemplating breaking free from the engagement survey cycle and embracing long-term, impactful change, I'm here to lend my expertise. 🏆 Let's work together to create a culture where accountability, performance, and success thrive hand in hand. Reach out today, and let's make it happen. #Culture #Engagement #PlatinumHRConsulting

The 5 action areas leaders should focus on to engage employees... Insights from a book recommendation I’m grateful for — courtesy of Nick Lynn. 🙏 As someone deeply interested in employee engagement (and having written my master’s thesis on the topic), I appreciate Nick for introducing me to Julie Gebauer and Don Lowman's book "Closing the Engagement Gap". 👉 What is employee engagement? Employee engagement is an employee's emotional commitment to their organization and its goals. It happens at three levels: 1) cognitive (how they think about work), 2) emotional (how they feel about the work and the organization), and 3) behavioural (how they act in response). William Kahn presents a similar view. According to him, engaged employees bring their full selves to work in three ways: physically, emotionally, and cognitively. They invest energy into their tasks, feel emotionally connected to their work and organization, and stay mentally focused on their roles. #EngagingLeadership Engaging Leaders can effectively tap into this often underutilized resource, unlocking higher performance, innovation, and commitment. Let me now share the five key action areas for leaders that I took away from this insightful read: 1️⃣ **Know Them** – Understand employees’ motivations, needs, and aspirations on an individual level.    2️⃣ **Grow Them** – Provide personal and professional development opportunities, ensuring employees can grow their skills and careers. 3️⃣ **Inspire Them** – Connect employees to a vision that gives their work meaning and aligns with their values. 4️⃣ **Involve Them** – Actively engage employees in decision-making processes, empowering them to contribute to the organization’s success. 5️⃣ **Reward Them** – Recognize and reward efforts in meaningful ways to employees, both financially and non-financially. These action areas are critical in closing the engagement gap and building a culture where employees thrive. Which of these five areas resonates with you most? 🗣 Let me know in the comments! Finding this useful? ♻️ Repost it to your network and follow Andreas Wettstein for more. #engagingleadership

Conscious Strategy - A Whole Part Interesting exploration on the level of Employee Engagement... What is employee engagement? Employee engagement is an employee's emotional commitment to their organization and its goals. It happens at three levels: 1) cognitive (how they think about work), 2) emotional (how they feel about the work and the organization), and 3) behavioural (how they act in response). #StrategicManagement #ConsciousStrategy #EmployeeEngagement #Cognitive #Emotional #Behavioural

𝐈𝐬 𝐲𝐨𝐮𝐫 𝐭𝐞𝐚𝐦 𝐭𝐡𝐫𝐢𝐯𝐢𝐧𝐠, 𝐨𝐫 𝐬𝐢𝐦𝐩𝐥𝐲 𝐠𝐞𝐭𝐭𝐢𝐧𝐠 𝐛𝐲? Gallup defines employee engagement as the involvement and enthusiasm employees have in their work and workplace, emphasizing its vital role in driving productivity, reducing turnover, and fostering organizational success. Yet, only 23% of employees globally are actively engaged. To bridge this gap, frameworks like Work Day Awareness (WDA) offer a transformative solution by addressing the core drivers of engagement—mindset, participation, and energy dynamics—allowing organizations to go beyond surface-level fixes to achieve lasting results. 𝐊𝐞𝐲 𝐓𝐚𝐤𝐞𝐚𝐰𝐚𝐲𝐬: 💼 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐒𝐭𝐚𝐫𝐭𝐬 𝐚𝐭 𝐭𝐡𝐞 𝐓𝐨𝐩: Leadership plays a pivotal role, with managers directly influencing 70% of engagement variance in teams. Tools like WDA equip leaders to foster meaningful connections and provide clear direction. 🧘 𝐏𝐮𝐫𝐩𝐨𝐬𝐞 𝐃𝐫𝐢𝐯𝐞𝐬 𝐏𝐚𝐫𝐭𝐢𝐜𝐢𝐩𝐚𝐭𝐢𝐨𝐧: Employees engage when their work aligns with personal and organizational purpose. WDA emphasizes understanding energy levels and shifting from catabolic (draining) to anabolic (constructive) energy to fuel deeper participation. 🤝 𝐒𝐮𝐬𝐭𝐚𝐢𝐧𝐚𝐛𝐥𝐞 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐑𝐞𝐪𝐮𝐢𝐫𝐞𝐬 𝐇𝐨𝐥𝐢𝐬𝐭𝐢𝐜 𝐒𝐮𝐩𝐩𝐨𝐫𝐭: Through WDA, organizations can integrate ongoing conversations, coaching, and personalized strategies to build cultures where employees feel valued and motivated. Improving employee engagement isn’t about quick fixes—it’s about understanding and addressing the deeper energy dynamics that shape how employees show up each day. Work Day Awareness provides the tools and insights to align individual potential with organizational success. What strategies are you using to engage your team? Are you creating a workplace where employees thrive? 𝐂𝐡𝐞𝐜𝐤 𝐨𝐮𝐭 𝐭𝐡𝐞 𝐟𝐮𝐥𝐥 𝐚𝐫𝐭𝐢𝐜𝐥𝐞 𝐥𝐢𝐧𝐤𝐞𝐝 𝐛𝐞𝐥𝐨𝐰 𝐟𝐨𝐫 𝐚 𝐝𝐞𝐞𝐩𝐞𝐫 𝐝𝐢𝐯𝐞. #WorkDayAwareness #LeadershipDevelopment #EmployeeEngagement #OrganizationalCulture