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4 Areas Where Frontline Leaders Can Increase Engagement

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It’s not uncommon to occasionally feel disengaged at work – we know from Gallup that a majority of U.S. workers are not engaged at work. For millennials in particular, the numbers are troubling; 70% of millennials are either not engaged or are actively disengaged.

What’s a major reason why employee engagement is so low? Because new leaders on the front lines are not equipped to leadNew leaders on the front lines lead the biggest population of workers in organizations, yet many workers feel unhappy, uninspired, and lack empowerment. Data supports this:

  • Approximately 60% of employees report a loss of engagement, productivity, and turnover with poor frontline leadership, and
  • 25% of organizations experience profit loss due to ineffective frontline leaders.1

So, what can leaders do to help employees become more engaged at work?

4 Areas of Employee Engagement

We recommend a simple and intuitive framework. We believe these are the 4 factors that drive employee engagement:

  • Manager engagement,
  • Job engagement,
  • Team engagement, and
  • Organizational engagement.

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