Beyond Employee Engagement

Dark chalkboard with a Strategy diagram illustration.

As a Business Coach in Lancashire I talk to business owners on a regular basis who know the power of coaching, training and other people development activities. Mandatory training requirements aside, Business Owners and Leaders are keen to invest in themselves and their people to develop the ability to deliver the business performance they need to continue growth and success.

It is becoming more widely understood that many businesses invest in leadership development activities which are ineffective and do not deliver the outcomes which are really needed for the business to flourish and succeed.

A recent HR Magazine article gives some insight into the reasons why. The article highlights that, in many cases, leadership development initiatives are not aligned to business needs or strategy and that inappropriate and ineffective methods are being adopted.

The Impact of the recent Spending Review

Over recent years the financial burden on businesses, small and large, has increased. In many a Boardroom across the nation, discussions on how to “get more from less” continues to be a theme.

So, in light of the recent Spending Review from George Osborne and the cuts to the Business Support budget, how will this affect the mind-set of Business Owners in terms of how they invest in their people in 2016?

The Employee Engagement Question?

For several years the principle of raising and strengthening Engagement levels throughout the workforce has gathered pace. Happy people at work are productive, right? That seems like common or business sense.

It makes the Boardroom conversations more palatable. To think that raising Engagement amongst the workforce is going to create happy and productive teams.

Talking to business leaders it’s clear that we are increasingly aware that engagement is inextricably linked to Leadership behaviours. Training organisations have adapted their initiatives and focused their promised delivered outcomes based on the Employee Engagement theme.

After all, we are told that:

“70% of how our customers and potential customers perceive our business and brand is based on their experience with our people”.

If this is the case, what part does the customer play in how we plan for development initiatives?

So, what challenges does this present?

Given that we will continue to invest in our people with less business support from central government, the question of Return on Investment plays an even more significant part in decision making.

What does this actually mean for businesses for the future?

Are there other real challenges for senior leaders? To look beyond the Employee Engagement as a “buzz-phrase” or a one-stop leadership training solution or a series of surveys and understand how to:

  1. Link Learning to Strategy & establish what the real end goals are when starting any learning & development initiative
  2. Create a Sustainable Culture & embed Employee Engagement as a culture not a project & align with strategic business needs and goals.
  3. Complete the Link to the Customer & connect engagement with advocacy
  4. Measure Effectively & to develop really smart data which will support your sustainability strategy connecting People with Strategy and Brand.

How will you think differently about your people strategy for 2016? I would really like to hear your thoughts.

****************************************************************************
I’m Paul Aisthorpe, Business Strategy Coach & Trainer specialising in developing people strategies to deliver accelerated & stronger business performance.