While the Great Resignation may not have hit Canada in the same way as the United States, we are nevertheless facing a worsening labour shortage here in BC. On paper, the reasons individuals leave their employers aren’t very different pre-COVID versus today – changes to familial commitments, stress, professional and personal growth, and general dissatisfaction. But it’s this last reason – dissatisfaction – that seems more prevalent now as we reach the second anniversary of the pandemic. Fortunately, there are some relatively simple shifts that managers and leaders can consider to foster a culture of engagement and ultimately retention.
Understand and actively encourage collaboration
At its core, collaboration means a group of individuals working together to achieve a goal. But as a leader, are you taking the proper steps to creating a true collaborative team? Effective collaboration isn’t limited to simply scheduling weekly team meetings, it includes creating a proper culture and fair workflows, understanding the team and its diversity, aligning teams to projects, and building in time for proper feedback. By having true collaboration, teams can benefit from improved communication, shared learnings and experiences, and feeling included in a shared culture.
Learn more about Achieving Results Through Collaborative Projects
Run virtual meetings people want to attend
The hybrid work model is likely here to stay. While the issue of disengagement among certain employees has been nothing new for the past two years, the relative permanence of hybrid work means that it’s important to seriously address “virtual disengagement”. We all do it sometimes - it’s tempting to turn your camera off during meetings and continue working on the side. Yet in the long run, this can make meetings increasingly ineffective and frustrating for everyone. Be honest about how big an issue this really is in your team or organization, then explore best practices and recent research on new and innovative ideas on how to run effective virtual meetings.
Learn more about Dispelling the Myth of "Effective Meetings": Engaging Virtual Meetings Your Employees Will Want to Attend
Identify barriers to virtual team performance
Ineffective virtual meetings are not the only challenge to the hybrid work model. Leaders and employees face other barriers that can affect work performance – from home distractions, self-discipline, dispersed physical locations, inconsistent work hours, to lack of proper technologies and other office attributes. Properly diagnosing and then working to overcome these barriers is a key step to fostering more employee engagement, and ensuring your virtual team’s future success.
Learn more about the Seven Steps to Successful Virtual Teamwork
Use delegation properly as a tool for engagement
Improving how we work together virtually does not solve all the issues related to a lack of engagement. At the end of the day, individuals feel truly engaged when they have some form of accountability and empowerment over their responsibilities. Delegation is not a skill that leaders should use with only their own efficiencies in mind – done well, it can be the difference-maker in driving employee performance, engagement, and ultimately retention. Are you delegating too much or too little? Are you delegating to the right people? Is the delegation equitable? Effective delegation can lead to greater clarity in communication, accountability, participation, and empowerment – all important ingredients in creating a truly engaging environment.
Learn more about Employee Delegation, Engagement and Empowerment
Create empowerment through your management style
Management styles can impact working relationships, with more passive styles often leading to lower employee engagement. Empowerment enters the frame again here as individuals who are consistently given constructive feedback and made to feel more involved in their roles, will more likely develop a sense of empowerment over their own growth in the organization. A coaching type of management, based on effective listening and questioning techniques, is one example of a leadership style that can contribute to a more supportive, empowering, and engaging environment in many diverse situations.
Learn more about Empowering and Engaging Others
Check out some of our on-demand titles on engagement: Promoting Employee Engagement, and How to Build a Culture of Engagement that Maximizes Trust, Accountability, and Performance
