The Employee Engagement Strategy You’re Underutilizing
There’s been a lot of buzz around Gallup’s recently released report on employee engagement. According to the global analytics and data firm, the already low number of “engaged” employees in the U.S. workforce dropped to just 32% last year. Similarly concerning, almost 20% of full- and part-time workers are what the organization calls “actively disengaged,” with the largest number of those reporting dissatisfaction at work being younger workers, women, and those whose work could be conducted at home, but who are still being asked to show up on-site.
In addition to measuring numbers, Gallup also looks at the data behind them. Turns out that the biggest drivers of discontent and disengagement since the start of the pandemic include:
Lack of opportunities to do what employees do best
Not feeling cared for at work
Missed or minimal chances to learn and grow
Lack of clarity of expectations
While these numbers and facts aren’t exactly surprising (we’ve talked about engaging Gen X, women leaders, and remote-ready workers over and over), if you’re a manager looking to ensure your employees are, indeed, in the 32% of those who actively like their work, you’re going to need to think strategically about how to approach this very real workplace challenge.
The good news? Your secret weapon is already in your toolkit, (if not on your calendar), and that’s the employee/employer 1:1.
What is it, really?
The 1:1 check-in is a recurring meeting between manager and direct report. It happens weekly or bi-weekly for at least 30 minutes, every employee should get one, and its an appointment that every manager should hold sacred. This less formal communication structure serves as a touchpoint to discuss work deliverables and expectations, provide and receive feedback, talk about career growth and opportunities, and ensure that both participants are engaging as authentic humans. If you check out that list of disengagement drivers above, you’ll notice the overlap.
Put another way, your weekly or bi-weekly 1:1 is the strongest way to increase employee satisfaction and engagement if you do it right.
What other benefits does the 1:1 provide?
A strong 1:1 structure increases trust between employer and employee. Trust is the foundation which leads an employee to feel safe in the workplace - safe to express themselves as they truly are, in all their identities; safe to fess up when they’ve made a mistake; safe to confide when things aren’t working for them; and safe to ask for help.
A regular check-in also allows for both participants to grow and develop. The manager increases their coaching and problem-solving skills while the direct report gets the benefit of the manager’s experience and wisdom. Plus, both share feedback with one another, furthering the shared development experience.
Development is a key part of the employee experience, and so is accountability and clarity of expectations. With a regular touchpoint in place, the employee and employer can agree on a frequent basis about the most important deliverables and what success looks like for each. Given the frequency of the 1:1, it also sets a clear expectation around accountability for the employee.
How do you prep for success?
As you can probably already tell, all 1:1s are not created equal. The key to strong check-ins is solid preparation on both the employee and employer’s part, and so here are some key things to keep in mind.
1) Hold the time sacred
It is all too easy to push a 1:1 when your calendar is swamped or you have a client you’re struggling to squeeze in. But if you’re a manager who is frequently cutting out your check-ins, your direct reports will notice that they aren’t priorities…and you’ll feel their work suffer as a result. The same, of course, is true of employees. Skipping your 1:1 shows that you’re not invested in your own learning, or in the work you’re assigned…not a good look.
2) Prepare an agenda
This should be mostly employee-led with managerial input and should truly focus the meeting to what’s most important right now. There is no perfect check-in agenda, but there is also no perfect check-in without an agenda to guide the time. Both participants should see and provide front-end thoughts to the agenda in advance of the 1:1.
3) Stamp out time for authenticity
Every check-in looks a little different, but it’s vital that each provides chances for employee and employer to connect on a personal level. If that doesn’t come naturally to you, take notes about what your direct report shares each week so that you can come back to their hobbies, family life, weekend plans, etc. Be prepared to share about yourself, as well, to model what this looks like and to show that it’s normal, safe, and expected to have and talk about life outside of work.
4) Customize accordingly
If you’re using the exact same check-in agenda, structure, and coaching techniques for each of your coachees, you’re doing it wrong. Taking into account format, agenda structure, preferences and learning goals for each employee is paramount to ensuring you have successful 1:1s. Does this take more time from you as a manager? Absolutely. But it will pay back 10-fold in employee success down the line.
Want to learn more?
Stay tuned for part two of our successful feedback series - how to show up for and conduct effective check-ins - coming later this week! In addition, Agile Talent Consulting has a practice- and research-based training on effective 1:1s that’s perfect for any new manager looking to up their check-in game. Find out more by clicking below.
