In today’s business world, we all hear the same thing: “We just can’t find good people.” The hiring environment has been tough, no doubt. But there’s a close cousin to that challenge that’s just as, if not more, important: “We can’t keep our good people.”
We all know the saying, “People quit their manager, not their company.” This often happens because the business hasn’t figured out how to truly engage its team members or create an environment where they want to stay. It’s not just about attracting great talent; it’s about retaining them.
So, how do you fix this? We’ve developed a 6-step model for powerful employee engagement that will help you both attract and keep your best team members.
The 6 Steps to Powerful Employee Engagement
1. Set Benchmarks & Create Accountability Systems
First, we need to shift our thinking about accountability. We don’t want managers to be the “accountability hammer” – that never works! Instead, we want to create systems that provide accountability.
This starts with clearly defining what success looks like for every position. We set benchmarks, evaluate what each role is doing, establish clear Key Performance Indicators (KPIs), and define specific goals. Then, we build the system around these measures. This isn’t about micromanaging; it’s about teaching people how to be accountable within their roles and ensuring the system itself drives transparency and ownership.
2. Get Buy-In
Once benchmarks are set, it’s crucial to get your team’s buy-in. When people understand what is being measured and how, and they feel a part of setting those expectations, they’re far more likely to commit. The system helps you get this buy-in, making it clear what needs to be measured and how it will be done, so accountability becomes a shared understanding rather than a top-down mandate.
3. Unite Through Meaningful Connections
This step is all about developing crucial management skills to foster genuine connections. It means learning how to initiate and lead conversations around participation and ensuring every team member understands how their work fits into department goals and, ultimately, the company’s overall vision. Making these connections helps every individual see their value and purpose within the bigger picture.
4. Align with a Shared Vision
Building on meaningful connections, the next step involves leadership acts that align everyone with a shared vision. Whether it’s the company’s grand vision or a specific department’s objective, it’s about defining what you’re collectively trying to achieve. When everyone buys into and shares that vision, you get true alignment – everyone’s pulling in the same direction, moving your company forward.
5. Actively Engage for High Performance
With your team aligned and bought into the goals, you can now actively engage them to drive high performance. This involves great management – whether it’s daily huddles or weekly check-ins – using management systems that empower individual employees and the team as a whole. When there’s alignment and clear goals, your team can truly come together and work as one to deliver exceptional results.
6. Foster Continuous Improvement (Kaizen)
The final stage of the engagement model is all about growth through continuous improvement. This is where everyone is engaged in getting a little bit better every single day. Remember the Kaizen principle: it’s not about massive, sudden changes, but about making small, incremental improvements consistently. These small steps don’t just add up over time; they multiply.
Imagine if every individual, department, and the entire organization got just 1% better every day for a year. The compounding effect would be astounding. It’s about breaking down big goals into smaller steps and making micro-improvements to each part.
These six steps – evaluating, getting buy-in, uniting your team through connections, aligning with a vision, actively engaging for high performance, and growing together through continuous improvement – will transform your ability to attract and retain great employees. Stop the revolving door of talent and start building a loyal, high-performing team.
Author: Mark McNulty, Business Coach in Louisville, KY