4 Ways to Keep Your Employees Engaged?

A recent gallop study shows that only 32% of U.S. employees are engaged with their employers. It is important to pause for a moment and consider what this truly means for organizations. When employees are not engaged, employees are not delivering their best work. Imagine how bad a baseball team would be if 6 out of 9 players on the field were not engaged. The team would have so many weaknesses that it would be hard for them to compete. In an environment where the norm is for employees not to be engaged, organizations that can drive high levels of employee engagement position themselves to have a competitive advantage. Solving your employee engagement issues requires understanding why employees are not engaged. Gaining this information is best done by having one on one conversations, but some of the most common reasons are

• poor clarity of expectations

• lack of connection between the company's mission and daily activities

• limited opportunities for learning and growth

• poor job fit

• employees not feeling cared for at work

All is not lost. In the next 30 days, you can implement steps to improve employee engagement within your organization. Those steps will require you to dedicate one-on-one time with employees, but that time can reengage employees currently going through the motions at work and only delivering a portion of what they are capable of.

Provide Opportunities for Professional Development:

One of the common complaints voiced by employees is that they are interested in advancing their careers, but they are unsure how. Managers of employees should talk with employees about career goals and help map out action plans to help employees develop the skills and competency necessary to advance their careers. Employees often struggle to identify which external training, education, books, podcasts, networking, and volunteer activity they should participate in to grow professionally. Holding meetings regularly where positive and developmental feedback is given is a great way to help employees develop professionally. Managers should assist employees in setting SMART goals around the skills they need to improve to excel in their current role and prepare themselves for advancement opportunities. This, along with connecting employees with mentors, is an effective way to help employees advance their careers.

Encourage Open Communication:

Employees who joined your organization because they believed you would be a good person to work for. Over time, how you interact with them will influence if they maintain that belief. When you invest time in developing a relationship with your employees, you increase the chances of them providing you with honest feedback. With this feedback, you can take actions to address their concerns. Sometimes resolutions can be found by giving a different perspective to the employees. Other times, employees will provide you with information that will result in you making changes. Occasionally a resolution will not be found, but you will have the benefit of awareness, and employees will know that their concerns were heard. As the boss, it is up to you to decide what you do with feedback, but it is critical that your employees feel comfortable communicating with you. Often employees leave jobs over problems that could be solved with open communication. As the leader, it is your responsibility to create open lines of communication.

Provide Incentives and Recognition:

Providing incentives is an excellent way to help to clarify expectations for employees. When you take the time to develop incentives that reward employee behavior, you can motivate employees to execute organizational values and strategy at a higher level. When incentives are linked to specific performance metrics, employees can work towards achieving those metrics. When incentives are around specific behaviors, employees can learn the desired values and actions and strive to bring them to life. Small steps like changes in titles, bonuses, and wage promotions can significantly boost employee self-worth, self-esteem, and happiness within an organization. As a manager, you should seek opportunities to recognize and reward employees for their good work. Your actions will create a culture of positivity that will aid in employee engagement.

Make Fairness a Priority:

As you make decisions in your company around compensation, benefits, employee development, assignments, and promotion, ensure that you do so fairly. Often time managers make decisions quickly without taking the time to consider how their actions will be perceived or the unintended consequence they could generate. Unfair treatment can create friction within an organization that demotivates employees. Particular attention should be spent considering how policies and procedures potentially disadvantage minorities and individuals of low status. Structural discrimination exists, and decisions influenced by unconscious biases frequently demotivate and alienate employees from under-represented groups.

Summary

As a manager, you can create a supportive environment that encourages employee engagement. How you engage with employees directly impacts their motivation and commitment. Improving employee engagement takes time and intentionality. It requires you to be purposeful about organizational culture, to listen, to use good judgment, and adjust how things are done to meet the changing needs of your employees. The pandemic shifted employee expectations, and there is no going backward. This, along with the natural transition of baby boomers retiring and generation z employees entering the workforce, is causing a shift in what employees want. They expect companies to be better stewards of their time and careers. The bottom line is that employees want to work for managers that care about them and their future. This can be done if you are willing to listen to your employees and provide them with the level of support they desire.

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Dorian Cunion is an Executive Business Coach with your Path Coaching and Consulting. He specializes in coaching services for managers, executives, and small business owners.

For tips on leadership and professional development, follow me:

• LinkedIn

• Facebook

If you are interested in working with me as a coach, contact me at

• Email: dcunion@yourpathexecutivesolutions.com

• Phone: 804-220-5771

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Are You Ready for Performance Review Time

As we move into the 4th Quarter of the year, it is a great time to look at what you have accomplished so far this year and determine what action you want to take over the next 3 months to help you end 2022 strong. A lot of talent management decisions are made in the 4th quarter, so you want to finish the year strong to position yourself for opportunities in 2023. There is no time like the present to build some wins that can help your career advance. Locke & Latham (1991) state that three variables can impact an individual’s success achieving a goal, direction intensity and duration.

• Direction-the actions that are necessary to accomplish the goal

• Intensity-the amount of energy and resources required

• Duration-the time required

As you set your goals, it is important to be clear on what you are looking to accomplish, your current set of skills, the energy you must give, and the time you are willing to allocate. During my career the biggest variable that separated those that were successful from those that were not

• Was their clarity of goal

• Having realistic expectations

• Awareness of their strengths

• Willingness to solicit help

Before you define a goal to pursue, it is important to take inventory on your current skills, competencies, resources, time, and energy. By defining these, you are better able to set realistic goals. Research shows that establishing realistic goals is critical for maintaining motivation. For example, if you are a leader within an organization, and you are looking to improve employee retention in the 4th quarter, you want to start off with being clear about your goal. You can start with reviewing employee retention rates ytd. Next you can set a realistic target. It is helpful to bench market your performance compared to peers and competitors in the industry. Once you have this information, you can consider what skills, talent, time, and resources you can put towards improving employee retention.

As you determine your goal, it is important to identify what task you are currently doing that you can reduce or eliminate to make room for the future actions you will take. This is a critical step for preventing burnout, and ensuring you have the energy to accomplish your goal. Leaders often add new task, without eliminating previous task which is the first step to losing work-life balance. To move towards a new goal, we must move away from a previous one. Making this decision upfront will increase your odds of obtaining your goal.

Finally, think about who can help you in accomplishing your goal. Defining who will be involved in the pursuit of the goal, will help you to be realistic in what you can accomplish. Soliciting help, can aid you in accomplishing more, but will likely result in you moving slower at first. Consider whether you can accomplish the goal quickly on your own, or if you need assistance based on the complexity and scope of the goal. There is an old African saying that if you want to go fast, go by yourself, but if you want to go far, go with a group. In establishing your goal, know how far you want to go, how fast you want to get there, and who you want to bring along on the journey.

Once you have set your priority, benchmarked, established a goal, identified what resources you will shift towards your goal, and identified who you will partner with to accomplish the goal you are in a great position to start action planning. You have 3 months left in 2022 to make this a year to remember. Take a moment to reflect on what you have accomplished this year. Celebrate your wins, learn from losses, and establish a goal for ending 2022 strong.

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Dorian Cunion is an Executive Business Coach with your Path Coaching and Consulting. He specializes in coaching service for managers, executives and small business owner.

For tips on leadership and professional development follow me:

• LinkedIn

• Facebook

If you are interested in working with me as a coach, contact me at

• Email: dcunion@yourpathexecutivesolutions.com

• Phone: 804-220-5771

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References

1. Locke, Edwin & Latham, Gary. (1991). A Theory of Goal Setting & Task Performance. The Academy of Management Review. 16. 10.2307/258875

Stuck in a Rut? 3 Crucial Questions to Ask Before You Quit Your Job

updated 4/6/2025

The thrill of a new job is undeniable. Brimming with opportunity, that fresh start can inject potent energy and hope into your career. You landed the role because your skills and experience aligned perfectly, and you accepted it because you envisioned it as a stepping stone toward your personal and professional ambitions. But what happens when that initial excitement fades? What if you question whether your current company is indeed the right fit? Perhaps you're no longer growing, you feel utterly drained at the end of each day, the company culture feels toxic, or you're not advancing at the pace you expected.

If this resonates with you, you're not alone. The rise of "quiet quitting" speaks volumes about widespread job dissatisfaction. Before you make any drastic moves, it's crucial to pause and reflect. Examining the "3 P's" – Passion, Potential, and Pay – can provide the clarity you need to determine if it's time to seek a new path.

1. Passion: Rekindle the Flame or Find a New Fire

At our core, we all crave a sense of mastery and accomplishment in our work. In the short term, talented individuals can often succeed in jobs they don't truly love, relying solely on their skills. However, the relentless grind of a passionless job is rarely sustainable.

Passion can manifest in various ways:

• Passion for the Work Itself: The tasks, projects, and challenges genuinely excite you.

• Passion for the People: You're inspired by your colleagues and enjoy the collaborative environment.

• Passion for the Purpose: You believe in the company's mission and the impact of its work.

When considering a job change, honestly assess whether your work energizes you. If you consistently leave work feeling depleted, if the thought of returning after a few days off fills you with dread, it's a strong indicator that you've lost your passion and should explore other avenues.

The more your job demands cognitive engagement – critical thinking, problem-solving, creativity – the more vital passion becomes. It's far easier to force yourself through a repetitive physical task than to excel at complex mental or creative work when your heart isn't in it.

To truly thrive as a knowledge worker, your work must align with your passions, allowing you to bring your best self to the table.

2. Potential: Is There Room to Grow?

Next, carefully evaluate your potential for advancement and the long-term sustainability of your company.

• Career Trajectory: Is your current role a springboard to future opportunities? If so, consider whether leaving prematurely might derail your career progression. LinkedIn can offer valuable insights – you'll often see individuals who hop from company to company without ever advancing beyond entry-level or mid-management positions. This pattern can significantly hinder career growth, as building trust with leadership and gaining the necessary developmental experience often requires a longer tenure.

• Company Stability: Assess the company's health and prospects. Growth-oriented companies provide ample opportunities for career development but may carry inherent risks if they lack financial stability. Mature companies tend to offer more stability but potentially less room for advancement. Declining companies pose the most significant risk, as shrinking margins and revenue often lead to layoffs.

Even if you're not actively seeking promotions, company sustainability is crucial. Too many employees remain in struggling organizations for too long, only to be blindsided by downsizing.

3. Pay: Beyond the Paycheck

Pay is undeniably a significant factor in any job decision. Accepting a lower-paying position can be a blow to your ego, and depending on your role and the time of year, leaving might mean forfeiting bonuses. Your initial decision to join the company likely involved careful consideration of compensation. The reality is that for those at the lower end of the pay scale, a pay cut can have a more profound impact on overall happiness than any potential joy gained from a new role or company. All decisions involve trade-offs, and weighing what you'll gain against what you'll lose is essential.

However, if pay is the sole reason you're staying in a job, I strongly urge you to explore your options, especially if you can afford a reduced income. I've witnessed countless individuals trapped in miserable work environments, paralyzed by the fear of earning less. Staying in a toxic environment can take a severe toll on your physical and mental health, as well as your relationships. Over time, the cost of damaged relationships and declining health can far outweigh the financial benefits of remaining in an unpleasant situation.

Furthermore, you might be surprised that you've underestimated your earning potential. The current labor market dynamics often present opportunities for higher salaries, as labor inflation outpaces typical annual pay increases.

Finding Your Path: Guidance from Your Path Coaching and Consulting

At Your Path Coaching and Consulting, we understand the complexities of career decisions. We empower individuals to navigate these crossroads with clarity and confidence. Our executive coaching services provide personalized guidance to help you:

• Gain self-awareness and identify your core values.

• Assess your skills, strengths, and passions.

• Develop a strategic career plan aligned with your long-term goals.

• Enhance your communication and leadership abilities.

• Overcome limiting beliefs and build confidence.

Taking Action: A Final Word of Advice

In summary, reflecting on the 3 P's – Passion, Potential, and Pay – is crucial in determining whether it's time to pursue a new job. The average American worker spends a significant portion of their week at work, so cultivating a mutually beneficial relationship with their employer is essential. Like any relationship, it might be time to move on if you consistently feel like you're giving more than you're receiving.

One piece of advice I frequently offer clients before they resign is to have a candid conversation with their leaders about their reasons for considering leaving. Depending on your relationship with your supervisor, this conversation can range from a direct statement of your intention to leave to a more subtle expression of dissatisfaction. By communicating your concerns, you allow your employer to address the issues before you make a final decision. If you've voiced your concerns and your employer hasn't taken meaningful steps to improve the situation, it's likely time to seek new employment.

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Your Path Coaching and Consulting: Your Partner in Career Success

I'm not just a writer; I'm also a father, husband, executive coach, and former retail executive. My 21 years of experience leading operations, sales, and marketing teams have given me firsthand knowledge of feeling stuck, undervalued, and underappreciated.

But I also know the transformative power of professional development, the strategies for climbing the corporate ladder, and the profound satisfaction of finding fulfillment in your work.

Your career path is a unique journey of discovery. Each opportunity builds upon the last. At Your Path Coaching and Consulting, we're dedicated to helping you gain clarity, accelerate your professional growth, and unlock your full potential.

We offer personalized coaching and consulting services to empower you at every career stage. Our expertise includes:

Executive Coaching: Guiding leaders to enhance their leadership skills, communication abilities, and team dynamics.

Business Consulting: Helping organizations optimize strategies, foster growth, and build high-performing teams.

Career Coaching: Assisting individuals in defining a career path and building the skills, network, and competencies needed to maximize their potential.

Our holistic approach combines proven techniques with a deep understanding of your needs and aspirations.

Connect with us:

Website: www.yourpathexecutivesolutions.com

Email: dcunion@yourpathexecutivesolutions.com

LinkedIn: https://www.linkedin.com/company/your-path-coaching-and-consulting