Why Engagement Is Every Leader’s Challenge—and Opportunity
Leaders Shape How Employees Feel Seen, Valued, and Motivated
At its core, engagement is personal. It’s shaped by everyday experiences, team dynamics, and, most importantly, the relationship between employees and their leaders. Leaders hold the key to unlocking engagement through their actions and attitudes! That is why embracing the Five Practices of Exemplary Leadership is so essential.
What is Disengagement?
Disengagement in the workplace refers to employees who feel disconnected from their roles, leading to decreased enthusiasm and productivity. Recognizing the signs of disengagement is crucial for fostering a positive and effective work environment. According to Indeed, there are 12 signs that may indicate an employee is disengaged:
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Lack of Initiative: Hesitation to take on new tasks or challenges.
- Low Productivity: Missing deadlines or producing subpar work.
- Irritable Attitude: Displaying frustration over minor issues.
- Careless Mistakes: Frequent errors due to lack of attention.
- Difficulty Persevering Through Challenges: Giving up easily when faced with obstacles.
- Low Client Satisfaction Scores: Receiving negative feedback from clients.
- Lack of Rapport with Managers: Minimal communication and connection with supervisors.
- Conflict with Other Employees: Engaging in unhealthy conflict or fostering a negative atmosphere.
- Physically or Mentally Absent: Being frequently absent or not engaged during work hours.
- Avoiding Team Participation: Not participating in group meetings or discussions.
- Easily Losing Focus: Difficulty maintaining attention on tasks.
- Making Excuses: Justifying poor performance or behavior.
By being attentive to these signs, managers can take proactive steps to engage employees, like offering support, providing feedback, and fostering a more inclusive and motivating workplace culture.
Why is Engagement a Leader’s Responsibility?
Engagement reflects how employees feel at work, and managers play a crucial role in shaping it. Research consistently shows that managers account for 70% of the variance in employee engagement scores and engagement flourishes when leaders inspire connection, build trust, and align their teams with meaningful goals.
This connection aligns closely with The Leadership Challenge and the Five Practices of Exemplary Leadership, developed by authors James Kouzes and Barry Posner. These practices—Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act, and Encourage the Heart—serve as the framework for leaders to build trust, drive engagement, and connect with their team. Here are some examples of the Five Practices in action and how leaders can directly increase engagement:
Model the Way
Leaders set an example through their behavior, demonstrating the values they wish to see in their teams. Engagement is boosted when employees witness their leaders’ commitment to shared goals, and leaders who embody the values of the organization inspire their teams to do the same.
Example: A leader who consistently meets deadlines, is calm in stressful situations, and stays committed to company values can inspire their team to do the same. If a leader values transparency and communication, their team will likely mimic those same habits.
Inspire a Shared Vision
Employees need to see a vision of the future. Leaders who share a clear, inspiring vision can foster alignment. When the “why” behind work is communicated effectively, employees become more motivated to contribute to team goals.
Example: A leader could share success stories or examples of how the team’s work directly contributes to the big picture. For instance, if the company hits a big milestone, the leader might remind the team how their individual efforts helped make that happen, reinforcing the shared vision.
Challenge the Process
Innovation and growth require stepping outside comfort zones. Leaders who encourage experimenting and learning can energize teams and build resilience. By fostering a culture of challenge and continuous improvement, leaders can keep their teams engaged in meaningful ways.
Example: A leader might host a brainstorming session where employees can propose new ideas without fear of judgment. They could also encourage team members to pursue side projects that help them grow or try different approaches to current challenges. These opportunities to innovate can reignite drive among employees.
Enable Others to Act
Collaboration thrives when leaders foster trust and empower employees. Engaged teams emerge when individuals feel they have the tools, resources, and support to succeed. Leaders who trust their teams to take initiative and make decisions can unlock potential.
Example: Instead of micromanaging, a leader could delegate key responsibilities, trusting their team to take ownership of a project. For instance, if an employee is tasked with managing a new client relationship, the leader could provide guidance but still let the employee take the lead in decision-making. This kind of autonomy boosts engagement and confidence.
Encourage the Heart
Recognition and celebration of achievements create a culture of appreciation. Leaders who acknowledge contributions, both big and small, fosters motivation. A quick thank you or recognition of a job well done can go a long way in keeping teams engaged.
Example: A leader could send a note to an employee after a successful project or share a “cheers!” to a team member in a meeting for their contribution. Another way to encourage the heart is by creating a team-wide recognition program where employees can celebrate each other’s achievements, fostering a culture of appreciation.
By paying attention to the signs of disengagement and actively implementing these leadership practices, leaders can create an environment where engagement thrives. This not only boosts individual performance but also drives the long-term success of the organization. The challenge is real, but the opportunity to transform the workplace is huge, and it starts with great leadership.
The Leadership Challenge® Workshop is a research-based, proven method to increase leadership effectiveness. Join us Thursday, March 6 & Friday, March 7, 2025 to learn how to apply The Leadership Challenge® model, The Five Practices of Exemplary Leadership®, in a variety of situations, from your current role to your future goals:
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