Business owners, leaders, and managers have been put to the test over the last few months by external factors that seem to be unprecedented.
Author: Leslie Ruhland
Source: Accuchex Blog
While some organizations and businesses have succumbed to the financial damage caused by the recent pandemic and the summer's civil unrest, many are still struggling and hoping to survive and re-build. But what will that take?
Ensuring Your Company's Health and Well-Being
There are many factors that play into the health and "survivability" of an organization, but without a strong leadership team and highly engaged workforce, those factors alone will not suffice. Even in the best of times, a company with unengaged, or disengaged, employees will struggle to do well.
So what elements are essential for creating and sustaining employee engagement elements that allow for organizations to survive during tough times?
According to the analysis done by Gallup researchers, there are five key elements that set resilient company cultures apart from others:
Clear expectations. During tough times, employees need managers who reset priorities, involve them in reestablishing their goals and constantly clarify their role relative to their coworkers. The right materials and equipment. As work changes during a crisis, ongoing discussions about what resources employees need to get work done are important to minimize stress and improve performance. Opportunities for employees to do what they do best. The ability to leverage one's strengths in a crisis is the difference between moving toward opportunity and falling victim to circumstances. Connection to the mission or purpose of the organization. During a crisis, people need to see how they, and their work, fit into the bigger picture -- how they can impact something significant and know their work matters. Coworkers committed to quality work. There is no room for slack in a crisis. All team members must be dedicated to high-quality, efficient work. It is equally essential that teams within an organization rely on and respect one another's work.
These elements are directly connected to the existence of highly engaged and talented managers who are able to connect their teams with other teams in a business, which results in maximized resiliency. This resiliency is the key to surviving during tough times, such as pandemics and civil unrest, and allows an organization to thrive during normal circumstances.
While a high degree of employee engagement is essential, businesses and other organizations that work to identify and develop good managers are the ones that tend to be the most resilient and thriving organizations.
Leadership for Challenging Times
Management leadership involves functioning more as a coach than a mere supervisor, or boss. It means intentionally working to stay connected to their teams and individual employees.
By focusing on the key elements noted above, managers can guide their teams through the current - and future - crisis situations and see their organizations survive and thrive.
Gallup's recently published meta-analysis noted that,
"Business units are at an increased advantage and more resilient than their peers if employee engagement is strong. And they are at an increased disadvantage and less resilient if employee engagement is weak during a recession." Ultimately, the goal for any business wishing to not only survive, but to thrive regardless of any crisis or economic situation, is to create, foster and maintain a highly engaged workforce. And this can only be accomplished by focusing on creating high-development cultures that allows employees to see their impact on the organization and its customers through their work.
High-development cultures provide opportunities for developing employee's strengths and purpose into careers, which is essential since the number one stated reason employees leave jobs is to pursue career growth opportunities.