Highly engaged employees are three times more productive than disengaged employees. And it’s no secret that the behavior of the manager is the biggest contributor to high or low team engagement. This Quick Take Package includes five research-based micro-videos that give managers keen insights into how their own actions – or inaction – can motivate or demotivate their teams. They’ll learn the critical importance of making employees feel a sense of belonging, and how to make that happen. Armed with the tools in this package, managers will be equipped to build happy, engaged teams that deliver “discretionary effort” – that is, effort above and beyond what is merely expected.
The videos included in this package are:
Four Triggers of Employee Disengagement
Why do some teams succeed where others fail? What is it that gets some workers to engage 100% while others simply keep a seat warm? When things aren’t working, should you blame the employees or does the fault always lie with their manager? In this Quick Take you will learn how the principles of Attachment Theory apply to leadership, why attachment enhances engagement, and four triggers that weaken attachment bonds – and how managers can avoid them.
Tapping into Discretionary Effort
Imagine yourself deeply immersed in an activity you love. That activity might involve tedious work, but it doesn’t seem tedious. On the contrary, it's so enjoyable that hours fly by like minutes. How much more motivated and productive would your employees be if they felt that way about their jobs? What if they simply loved coming to work and were so fully “engaged” in what they do that they gave “discretionary effort” to every task. In this Quick Take you will learn what it takes to earn this level of employee engagement, how engagement affects the bottom line, and how to combat three destructive narratives that cause employees to disengage.
Focus, Capability and Will
Dozens of factors determine why some employees are engaged and others are not. These influencers can be distilled into three core categories: Focus, Capability and Will. Think of them as powerful levers that you as a leader can pull to increase engagement. In this Quick Take, you will learn why managers must feel totally accountable for the engagement levels of their teams, how to tap the power of Focus, Capability & Will, why one of these three levers is particularly challenging for most managers and the number one reason managers fail to achieve high levels of employee engagement over time.
The Power of Validation
The saying goes that numbers drive the business. That may be true, but what drive the numbers? The answer, of course, is the people. But what drives your people? In this Quick Take, you will learn the most powerful driver of results in your organization, the meaning of “validation” and why it’s key to employee engagement, the single type of validation that has the biggest impact on employees and the I.C.U. Model for giving effective employee recognition.
Re-Energizing Long-Tenure Employees
Tom is your employee. He’s been at your company for nearly fifteen years. In that time, he’s done a good job and risen through the ranks. Tom knows what needs to be done and you can count on him to do it. But he could be doing more. In this Quick Take, you will learn why disengagement among employees tends to rise when they’ve been in the job a long time, what managers are doing that contributes to this disengagement, and how to re-energize long-tenure employees.
This package includesFor each of the Micro-Training videos, you'll also get:
Prove that the learner(s) understand the concept and increase knowledge retention.Discussion Guide
Facilitate a discussion, connecting the concept to your unique challenges.Summary Sheet
Revisit the concept as follow-up or in the moment-of-need.
How do you use this?Multi-video packages are for companies that want to take a deep dive into a single skill area. Each package contains several carefully chosen videos that create an extended learning path. Devoting two to three months to exploring a topic from multiple angles results in more sustained engagement in training, better knowledge retention, and more effective deployment on the job. To kick start Micro-Meetings
Micro-training makes it easy for managers to facilitate meetings where teams develop shared vocabulary and benefit from peer learning.To kick start one-on-one coaching
Micro-training is extremely tactical and it’s a great tool to help managers frame very specific, skill-based coaching interactions.As self-directed learning
Micro-videos are a solution to a specific skill challenge. For example: “How to handle an employee who has a bad attitude,” or “How to handle a price objection.” You have a question. You find the right micro-video. You watch it on your own. You deploy the skill on the job.