An important factor in employee engagement is leadership. The people who create an organisation with the intention of achieving certain objectives and making a profit are known as leaders or management. To achieve this, they hire a group of people, establish a clear vision for what they hope to accomplish, and then lead, inspire, manage, and influence them as they go through a work process to boost morale.
Only until a good leader has clearly communicated to his team his objectives and the significance of their work in reaching those objectives will they follow him and carry out their tasks as required. He must be aware of the wants and needs that his team has from the company, and he must ensure that the company respects those demands and gives them everything they require so that their work is flawless.
The relationship an employee has with his or her employer is what we mean when we talk about employee engagement. How strong is the relationship between employees and management, how well do they comprehend what they are working for, how significant is their contribution to the company, and how do their managers value it?
- Mentally & Emotionally Connected Employees – Employees must feel both mentally and emotionally a part of the workplace for them to be engaged. A leader emphasises to his team the value of their action in reaching the goal while instructing them on what to do and how to achieve it. This increases employee engagement by fostering a mental and emotional connection between them and the company.
In order to be a successful leader, you must do more than cross off short-term tasks and reach the next goal; you must also promote overall organisational health.
According to McKinsey research, there are four essential leadership “recipes”—combinations of management techniques—that support organisational health. Another recipe focuses on competitive and financial studies, while one recipe puts innovation and talent development first.
Effective leadership can start an “engagement profit chain,” according to Kevin Kruse, founder of LEADx.org, which is a set of actions (sparked by employee engagement) that results in better and more long-term success for the firm as a whole.
- Totally Invested in the Workplace – When the leaders ensure that everything the employees need to carry out their responsibilities is readily and appropriately available to them, they give the workers work satisfaction, and these workers are delighted to report to work each day. Employee engagement is influenced by their pleasure.
- No Threats & Peer Pressure – To obtain the most effort from his team, a strong leader always guides and mentors them while also giving them appropriate and timely comments regarding their performance. As a result, there is less peer pressure because each employee is aware of what is expected of him and the value of his contribution. The one-on-one relationship with the leaders raises the employees’ morale, boosts their confidence, lowers work-related stress, and promotes employee engagement.
Analysts at renowned research firm McKinsey identified five essential characteristics of “focused leadership” that, when combined, can lead to more effective leadership after speaking with more than 140 business executives.
Having a love for your work and sharing it with others can boost productivity and staff engagement. By encouraging employees to take the initiative and lead amid turbulent times, this optimism can also encourage collaborative leadership among staff members.
- Creative Contribution & Suggestions- Employees come up with new and better ideas to best utilise the resources to improve their performance and maximise the profit, and they are also able to solve the problems they face at work in a better way. This results in the overall growth of the organisation, which results in the growth and development of the employees, making them more engaged in the tasks they are performing.
- Loyalty & Care- Employees start caring for the company and its clients when executives believe in their activities, demonstrate their trust in them, and give them the freedom to offer changes. As a result, they stay loyal to the company for a very long time. The sustained relationship increases worker engagement.
Managers must show genuine concern for and faith in their teams. Supporting people, together with problem-solving, teamwork, and productivity enhancement, accounts for 89% of overall leadership performance, according to a McKinsey study.
The core of servant leadership is putting your employees’ happiness and productivity above your own and above the company’s.
Organization, influence, inspiration, direction, motivation, provision, assurance, leading and following are all aspects of leadership. All of these activities are intended to instill in the workers a sense of the value of their labour and effort. Employees will feel disengaged and either perform poorly or not at all if any one of these tasks is not carried out correctly. The company will suffer as a result, and it might possibly go out of business. Therefore, it is crucial that leaders set an example and do their duties successfully for the organization’s growth and development so that employees will do the same and increase Employee Engagement.