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81,396 hours. This is how much time Gallup reports most of us will spend at work. But with so much time dedicated to working, how engaged are we, really, when we’re at work? According to Gallup’s 2022 State of the Global Workforce Report, only about 33% of employees in the U.S. feel engaged at work, and only 21% worldwide. All this said, what does employee engagement actually mean — and why is it so important in the workplace?

Gallup defines employee engagement as, “the involvement and enthusiasm of employees in their workplace… [which] helps [leaders] measure and manage employees’ perspectives on the crucial elements of workplace culture.” 

In short, employees are the lifeblood of their organization. When they’re engaged, they’re happier and more productive. They’re more invested in the company and more resilient, even during tough times. On the other hand, unengaged workers may feel undervalued, which typically leads to lower productivity, advocacy, profitability, and customer satisfaction. All of this can lead to higher absenteeism and greater turnover rates, making it harder for companies and organizations to meet their bottom line.

So where do we go from here? The Academies has four simple brain-friendly strategies leadership coaches can use to support their clients in strengthening employee engagement. Learn more, and be sure to explore The Academies’ upcoming coaching courses starting soon!

Leadership coach high-fiving her coaching client

Help Leaders Identify What Drives Employee Engagement

Leadership coaches can help their clients identify key factors that drive employee engagement. An effective approach is to coach leaders on how to ask thoughtful and engaging questions to guide productive conversations with their employees. This can be done in the form of surveys that are then used to drive one-on-one coaching sessions or asked directly in pulse checks with employees.

Here are some open-ended questions leaders and managers can ask their teams:

  • What is your understanding of what is expected of you at work?
  • What strengths and skills of yours are being used to their fullest potential?  Which ones aren’t?
  • What strengths and skills of yours are being used to their fullest potential?  Which ones aren’t?

Business leader in a meeting with his happy team

Help Employees Find Meaning in Their Work

By asking the questions above, leaders can help their employees find purpose in their work. Research shows that employees who find meaning and a sense of purpose in their work report greater job satisfaction and have stronger, more meaningful connections to their organization. Therefore, it is important for coaches to help leaders connect the organization’s mission and goals to those of the individual. Doing so can help employees recognize their value, how their work contributes to the bigger picture, and how they’re making a difference both within and outside of the company.

A group of smiling and engaged employees working at a table together

Help Leaders Create an Engaging Workplace Environment

Employee engagement should be top of mind for any great leader or manager. With that, coaches can support leaders in identifying opportunities for professional development, ensuring employees feel valued, appreciated, and invested in. When employees feel like they are learning and growing in their roles, they are more likely to be engaged and motivated in their work. By helping your clients create an engaging workplace environment, you’ll be setting them up for success in retaining top talent and promoting a thriving workplace atmosphere.

Business leader standing confidently in front of her team of cheering employees

Help Leaders Foster an Organizational Growth Mindset

A growth mindset is a belief that one’s ability can be developed through effort and perseverance. Individuals with a growth mindset view challenges as opportunities to learn and grow, rather than as threats. Fostering an organizational growth mindset can increase trust, improve morale, enhance better communication, and create a sense of unity, therefore stimulating engagement.

Here are a few ways coaches can help leaders develop an organizational growth mindset:

  • Coach them on how to effectively communicate the company’s mission, vision, and goals.
  • Encourage employees to set goals and objectives.
  • Empower leaders to create action plans to help employees achieve their set goals.
  • Help leaders see successes and failures as learning opportunities.
  • Provide training managers with tools and resources to foster continuous employee development.

Learn More Coaching Strategies at The Academies

These are just some of the strategies coaches can use to support leaders and managers who want to foster greater employee engagement. If you’re excited to learn more, The Academies offers leadership coaching courses rooted in neuroscience to give you the tools you need to effectively support leaders and professionals. If you’re interested in leadership engagement and impact coaching, be sure to explore our upcoming course which focuses on engagement, inclusion, innovation, and impact. Explore our upcoming coaching courses and register today!