Leaders: Do This to Improve Productivity and Culture!

In May of 2024, Gallup reported that the number of “engaged” employees – those who are highly involved in, enthusiastic about, and committed to their work and workplace – was 32% (www.gallup.com ).? That means that 68% of the workforce does not feel engaged.? More than half.? And of that 32%, 16% are ‘actively disengaged.’ This means that as leaders, we still have work to do.

A lot of engagement stems from the level of communication and information sharing employees feel from their immediate manager.? After all, it is that relationship that often single-handedly determines if an employee stays or leaves a company.? Employees want to know what’s going on, they want to receive guidance and direction, and they want to know where they stand and what is expected of them.? One simple and effective way to accomplish this with your team and thus improve engagement is by holding a weekly (or bi-weekly) one-on-one meeting with each team member.?

I know what you are thinking…I can’t afford to do that with every team member – it takes up too much of my time.

In reality, you can’t afford not to.

The meeting does not have to be a long, drawn out one.? In fact, it should not go beyond 15 or 20 minutes.? The key is being structured and disciplined.? And to make it a true joint effort from both ends.? Depending on how your employees are measured (and if they don’t know, that’s a WHOLE other conversation!), you need only cover four main topics in your one on one:

1.?????? Their past week’s activities (metrics, goals, targets…whatever categories they are measured on)

2.?????? Their productivity trend (rolling 13 week average of activity and productivity for example)

3.?????? What they should focus on for the next week (based on the prior to areas)

4.?????? What they need from you as a manager (solicit open and honest feedback)

Include your employee by providing them this agenda.? Have them compile their statistics from the prior week as well as keeping their rolling averages.? They bring that information to you for their one on one discussion.? This saves time running reports and having to explain to them what they are looking at.? Have them propose, based on their activity and productivity, where they feel their focus should be in the coming week.? As you review the information with them, find areas to provide positive reinforcement as well as constructive criticism.?

If you follow this outline, your one-on-ones should be two-way discussions as opposed to your employee receiving a lecture.? The meeting, after all, is for their benefit.? This is their time with you, and they look forward to this dedicated time.? Time to check in personally with them and time to help them develop and improve.? And by including them in the process they will feel more invested and included.? And thus, more engaged.

Make the meeting short and to the point.? As long as you are focused and structured, you should be able to do this.? One-on-one meetings improve employee engagement as long as you, the manager, are noticeably sincere about the intention (helping the employee become better and taking a genuine, active interest in them as people), actively listens (is in the moment, do not multi-task during the conversation, and listen to understand, not to respond), and consistently conducts the meetings with structure (respects the employee’s time).

?You can do this.? Because, after all, you control you.

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John Ruffini is the Vice President of Professional Development for HealthTrust Workforce Solutions in Sunrise, Florida.?He is a 30-year recruiting veteran, trainer, and motivator and is the author of the Amazon Best Sellers “Money Makers:?Proven Ways to Increase Sales and Productivity in the World of Professional Recruiting” ? and “A Quest for Alex.”

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