Instructions: Answer each question honestly based on your current leadership practices and interactions. Use the following scale: 1 = Never 2 = Rarely 3 = Sometimes 4 = Often 5 = Always
- Do you regularly interact with employees from all levels of the organization?
- Do you know the names and roles of most of your frontline employees?
- Do employees feel comfortable approaching you with concerns or suggestions?
- Do you seek direct feedback from employees about workplace culture?
- Do you regularly visit workspaces where employees perform their daily tasks?
- Are you aware of the challenges your employees face in their roles?
- Do you ask employees for their input when making decisions that impact them?
- Do you provide opportunities for employees to share their ideas in a safe and open environment?
- Do you actively listen when employees speak to you, avoiding distractions like phones or laptops?
- Do employees trust you to follow through on promises or commitments?
- Do you celebrate employees’ successes and contributions publicly?
- Do you encourage collaboration and cross-functional relationships among employees?
- Do you make an effort to understand the personal and professional goals of your employees?
- Are you transparent about organizational goals and how they align with employees’ roles?
- Do you address employee concerns or feedback promptly and respectfully?
- Do you conduct regular one-on-one meetings with managers and team members?
- Are you aware of any patterns of dissatisfaction or disengagement among employees?
- Do you provide recognition tailored to the preferences of individual employees?
- Do you model the behavior and culture you expect from your team?
- Do you regularly invest in leadership training to improve your emotional intelligence and interpersonal skills?
Scoring
Step 1: Add up your scores for all 20 questions.
Step 2: Interpret your total score based on the ranges below:
- 20–40 (Disconnected Leadership): You may be out of touch with your employees’ needs and perspectives. This disconnect could hinder trust, engagement, and productivity. Focus on building bridges and creating open communication channels.
- 41–60 (Moderately Connected): You have some engagement with employees but may miss opportunities to build deeper trust and understanding. Consider increasing visibility and strengthening interpersonal relationships.
- 61–80 (Engaged Leader): You are proactive in maintaining connections with employees and addressing their needs. With a few refinements, you can further enhance employee trust and morale.
- 81–100 (In-Tune Leadership): You are highly connected with employees across all levels of the organization. Your efforts foster transparency, trust, and collaboration, creating a positive workplace culture.
The Neuroscience of Employee Connection and Engagement
Connection isn’t just about being visible; it’s about creating an emotional bond that fosters trust and open communication. Neuroscience reveals that when employees feel heard and valued, their brains release oxytocin, the “bonding hormone.” This neurochemical promotes feelings of safety and trust, enabling employees to engage more openly and work more collaboratively. Conversely, a lack of connection activates the brain’s threat response, releasing cortisol and heightening stress, which can lead to disengagement, decreased productivity, and even burnout.
Regularly engaging with employees activates the brain’s reward system, encouraging positive behaviors and building a culture of collaboration. As a leader, when you demonstrate empathy and authenticity, you help regulate employees’ stress responses, creating an environment where innovation and trust can thrive.
Five Tips to Improve Connection with Employees
- Be Visible and Approachable Make regular visits to different departments and engage with employees in their workspaces. This presence signals that you care about their contributions and are accessible.
- Ask Questions and Listen Actively Create opportunities for employees to share their experiences and feedback. Use active listening techniques—like maintaining eye contact and summarizing key points—to show that their input matters.
- Celebrate Successes Publicly, Address Concerns Privately Recognize employees’ achievements in team meetings or company communications. When addressing issues, handle them discreetly to maintain trust and respect.
- Host Transparent “Town Halls” Hold regular forums where you share organizational updates and invite questions. Transparency builds trust and shows employees they are part of the bigger picture.
- Invest in Leadership Development Take courses on emotional intelligence and active listening to refine your interpersonal skills. Strong emotional intelligence helps leaders respond to employees’ needs with empathy and authenticity.
Food for Thought
This assessment is more than a tool; it’s a mirror reflecting how your leadership impacts the people who drive your organization. The neuroscience behind employee connection shows that trust and engagement aren’t just “nice to haves”—they’re essential for sustainable success. By identifying areas where you can improve and implementing strategies to enhance connection, you’re not just leading; you’re transforming your workplace into a thriving, collaborative environment.
Remember, great leaders don’t just manage tasks—they inspire people. Take care out there, and keep leading with heart.
