This article appeared in Commerce, the magazine of the Netherlands-Thai and Belgian-Luxembourg/Thai Chambers of Commerce in November 2013.
Sunday, December 15, 2013
Monday, December 2, 2013
It's not me, it's them !
In one of the most memorable Seinfeld scenes, George Costanza, trying to break up with his girlfriend, explains to her "It's not you, it's me !". It turns that out this funny line holds quite a bit of wisdom that many managers are still struggling with.
Managers rarely come to see me and indicate they need help. In fact, they explain their team needs help. They explain what is not going very well, and ask me if I can help them, by organizing a workshop or a training session ... Basically, they are saying "it's not me, it's them !".
A lot of information is published these days around employee engagement or disengagement. The much-discussed Gallup poll shows that 13% of employees are actively engaged, the other 87% or either disengaged or even actively disengaged. Dramatic levels of disengagement look like a gold mine for consultants who can then prescribe "engagement workshops" or - still in the style of prescribing a medicine - engagement clinics. As if engagement happens in a training session !
Other research, by the Corporate Leadership Council, shows that of all the elements impacting employee motivation and engagement, the behavior of the employee's manager accounts for 72% of the total level of engagement. In other words, it is what their manager says or does with them, or doesn't say or doesn't do with them, that impacts to what employees are engaged. As a manager, your style or personal preference is not an automatic fit for everyone in your team. The exchanges that motivate you may not have the same impact on others. Adjust the way you communicate depending on the individuals you deal with. That will go much further to creating engagement than a re-engagement program !
So think for a whether it really is your team that needs a visit to the clinic ? Or is the ball maybe in your camp, and maybe it is time to change your approach if this is not working as you expect it to ?
Managers rarely come to see me and indicate they need help. In fact, they explain their team needs help. They explain what is not going very well, and ask me if I can help them, by organizing a workshop or a training session ... Basically, they are saying "it's not me, it's them !".
A lot of information is published these days around employee engagement or disengagement. The much-discussed Gallup poll shows that 13% of employees are actively engaged, the other 87% or either disengaged or even actively disengaged. Dramatic levels of disengagement look like a gold mine for consultants who can then prescribe "engagement workshops" or - still in the style of prescribing a medicine - engagement clinics. As if engagement happens in a training session !Other research, by the Corporate Leadership Council, shows that of all the elements impacting employee motivation and engagement, the behavior of the employee's manager accounts for 72% of the total level of engagement. In other words, it is what their manager says or does with them, or doesn't say or doesn't do with them, that impacts to what employees are engaged. As a manager, your style or personal preference is not an automatic fit for everyone in your team. The exchanges that motivate you may not have the same impact on others. Adjust the way you communicate depending on the individuals you deal with. That will go much further to creating engagement than a re-engagement program !
So think for a whether it really is your team that needs a visit to the clinic ? Or is the ball maybe in your camp, and maybe it is time to change your approach if this is not working as you expect it to ?
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