Bigger Fish to Fry: How companies fail when they ignore engagement.

Once upon a time, there was a company that prided itself on being one of the most successful in its industry. They drove efficiency with the latest technology, enjoyed an extensive market reach through great customer commitment, and were well known as a great place to work.  However, as time went on, the firm’s focus on the cultural health of its workforce faded.  Its beloved People Agenda was sidelined in favor of seemingly more strategic issues including a revolutionary growth strategy and several new product rollouts.

As things changed, the employees felt the difference. 

No longer regularly recognized or appreciated, they started looking for new jobs – and found them.  As the company’s high turnover rates exploded, the firm faced lagging productivity, declining customer satisfaction scores, and a diminished brand reputation which made it difficult to find qualified new hires. Despite these red flags, the leadership team was committed to its new direction and felt that it was only a matter of time before everything would get back to normal.

Leadership believed they had “much bigger fish to fry” than to worry about those inconsequential “people issues.”

One day, the company underwent a significant crisis when their biggest competitor entered the market and began to outperform them in every way. Before long, they were losing market share and struggling to keep their employees motivated. With revenues falling flat, the leadership resorted to cost cutting and layoffs. Months went by and nothing changed.  The robust growth agenda fell flat as customers terminated their relationships and moved their business elsewhere.

In a last-ditch effort to save the company, the CEO implored his leadership team to come up with some new ideas that might stop the bleeding.  A war room was established.  For several weeks, the conference room lights burned into the night as the executives brainstormed new ways to further reduce headcount and redesign products at a lower price point.  The employees watched this mad scramble with a mixture of nostalgia and sadness. In the past, they would have been invited to offer ideas and potential solutions…but not now. 

As time passed, corporate performance continued to dwindle.  

The CEO, frustrated and exhausted by lack of progress, arrived in his office to find an anonymous letter placed on his chair which read “The answer to your problem is right underneath your nose!”  Thinking this was a joke, he crumbled the note and tossed in the in the trash can.  Later that morning, while on his way to yet another strategy meeting, he noticed that the entire floor was silent.  The normal buzz of daily interaction was gone. Many seats were vacant; and those who had shown up for work that day were looking at their phones or casually typing on their computers.  Not one person seemed overly concerned about the crisis at hand.  As he turned to walk away, he noticed that even the break room was empty.  In that moment, he realized his priorities were out of order.

His desire to grow the firm had caused the leadership team to lose focus on its most important asset – the people!

The CEO knew he needed help to turn the ship around. Recognizing that time was of the essence and despite their expense concerns, the leadership team agreed that a new people strategy was needed. A well-known management consultancy was brought in to assess the problem and make recommendations.  However, their vague proposal left the company confused and without an execution plan.

Disappointed, they turned to a smaller boutique firm that guaranteed positive results using a “done with you” or “done for you” approach. The consultants conducted a thorough assessment and confirmed the root cause as the lack of employee engagement and a lost sense of purpose among the staff. As a result, they had very little motivation to give their best effort and were just getting by.

The employees felt undervalued, unappreciated, and extremely disconnected from the company's mission and values.

After viewing the company’s troubling engagement scores, the CEO and the leadership team quickly realized their mistakes and began work with the consultants to implement several solutions that would rectify the situation. They introduced employee recognition programs, career development opportunities, and improved the communication channels across the firm. They also improved work-life-balance policies and made sure their employees felt heard and valued at every step. As time went on, the company was able to re-engage its employees, resulting in increased productivity, lower turnover rates, and substantial growth in market share. They learned a valuable lesson - both for the short and the long term.

Employee engagement is essential to the success of any business.

This story is not unique. Many companies make the same mistake of overlooking the importance of employee engagement. As a leader, it's essential to understand the role of your employees and the life blood of their engagement in driving the success of your business. Here are a few tips to help you avoid similar pitfalls:

1. Know your engagement number

Just as heart rate, body temperature, blood pressure statistics gauge an individual’s health, so do employee engagement indicators illustrate the well-being of your organization.  Engagement numbers provide a critical roadmap for leaders that want to understand the hotspots in their workforce and address problems associated with low energy, discontent, and inertia.

2. Understand your employees

Get to know your employees beyond just their job titles and responsibilities. Understand their motivations, aspirations, and any personal challenges they may be facing. Make them feel valued and heard. This can go a long way in improving employee engagement levels.

3. Listen to feedback

Encourage feedback and act on it. Your employees are the best source of information when it comes to identifying issues within your organization. By listening and acting on suggestions or concerns, you demonstrate that you value their input, leading to improved engagement levels.

4. Create an engaging culture

Create an inclusive culture that fosters a positive work environment. Encourage regular team building activities, provide opportunities for learning and growth, and recognize employees' hard work regularly.

5. Lead by example

As a leader, it's essential to model the behavior you would like to see in your team. If you want your employees to exhibit a certain level of professionalism or work ethic, make sure you portray these qualities yourself.

Employee engagement is essential to any organization's success. It is the driving force behind productivity, innovation, and growth. Companies that foster an engaging culture and prioritize employee satisfaction and well-being have a greater likelihood of thriving in the long run. So make sure you're taking the time to invest in your employees and create a workplace that inspires them to be their best selves.

True North Collaboration is the solution to employee engagement. We believe through engagement; companies unlock to true potential of their greatest asset – their people. We offer proven “done with you” and “done for you” processes and programs to transform the performance of your workforce and drive impactful cultural and business change. 

Visit our services here www.truenorthcollab.com/about and see how together we can take work from a “must do” to a “love to do” experience or schedule a free 30 minute discovery call with me.

Learn key insights into employee engagement and the importance of skilled leadership communication by visiting my video resources here.

Here’s a list of some of our most popular resources:
Leading Elevated Conversations
Accelerating Into Leadership
Onboarding Accelerator
Communicating With Influence