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Why Isn't My Team Engaged?

Updated: Jul 9, 2019

Why isn’t my team engaged? With all due respect, supervisor, it’s you! Whether you supervise 2 or 15,000, it is you that most influences the environment impacting employee engagement. Avoid the victimization trap of blaming your boss(es) or organization for the lack of employee engagement.

Engagement, the commitment and enthusiasm employees have for their organization and its mission. Benefits of an engaged workforce are well documented. Whether it be improved job performance, increased retention, elevated creativity or enhanced job satisfaction, an engaged workforce should be the desire of all supervisors and employers.


“Benefits of an engaged workforce are well documented. Whether it be improved job performance, increased retention, elevated creativity or enhanced job satisfaction, an engaged workforce should be the desire of all supervisors and employers."

Unfortunately, all too often this is not the case. Yes, of course, nearly every employer acknowledges the benefits of an engaged team, yet alarmingly, with a subject so critical, very few, at least by my observation, devote any time to this important reality.


So, why isn't my team engaged?

With all due respect, boss, might I suggest you look in the mirror? Before you dismiss this writing out of frustration, let me explain. I clearly understand the pressures you face as a supervisor; innumerable demands (some of crisis magnitude), limited resources, and political pressures that seem petty, if not for their ramifications. It’s this environmental squeeze which leads to the lack of prioritization of workforce engagement.


In short, you think there is just not enough time for the nonessentials, or at least you’ve so convinced yourself. While you have my sympathy and understanding, I’m here to challenge you to reconsider. Is it not in the high demand workplace where extraordinary employee performance is most needed? Of course, it is. And employee engagement is the most powerful means by which exemplary employee performance is seen, and yet, for lack of commitment you’ve relegated employee engagement to the employee. Not to minimize personal employee choice (so much to say on this subject), you, the supervisor, play the most critical role in creating the environment in which employees engage, resulting in workforce performance you desperately need. Dare I say you can’t afford but to devote time and attention to the most important resource you have, the members of your team. Prioritize employee engagement; the fruits will be bountiful.

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