By Rosie Evans-Krimme, Director Innovation Lab and Behavioural Science at CoachHub
Employee engagement is a vital factor in the success of any organisation. When employees are engaged, they are more productive, innovative, and committed to their work, leading to better outcomes for both individuals and the business as a whole. However, when engagement is low, the consequences can be severe. Gallup estimates that low employee engagement costs the global economy a staggering $8.9 trillion, or 9% of global GDP. This figure highlights the critical importance of fostering engagement at all levels of an organisation.
Building resilience is key to this effort. Resilience enhances engagement, particularly crucial when employees are facing change or setbacks. So, how can organisations effectively build resilience and drive growth while addressing these challenges?
Significance of engagement
In the workplace, having a strong sense of meaning and purpose serves as an employee’s guiding star, enhancing both resilience and engagement. Resilience refers to an employee’s ability to adapt to and recover from challenges, setbacks, and changes, involving a positive attitude, goal focus, and effective stress management. Engagement, on the other hand, is characterised by an employee’s enthusiasm, commitment, and involvement in their work. Engaged employees are passionate about their roles, invested in their tasks, and motivated to contribute to the organisation’s success. Establishing clear meaning and purpose helps provide the foundation for employees to perform at their best, boosting their resilience and engagement.
These factors extend far beyond mere job satisfaction. Resilience and engagement are crucial drivers of business growth and productivity. They enable employees to handle the pressures of a dynamic work environment, embrace new opportunities, and sustain high levels of performance. An engaged and resilient employee is 31% more likely to stay at their organisation, 31% more likely to go above and beyond for their company, and they contribute 15% more.
Managerial influence
Managers play a pivotal role in shaping team dynamics and driving employee engagement. Managers account for 70% of the variance in team engagement, highlighting their significant impact on how employees experience and contribute to their work environment. Effective leadership practices can either enhance or undermine employee morale and engagement, making it essential for managers to adopt strategies that promote a positive and resilient workplace.
Empowering employees by giving them autonomy and involving them in decision-making enhances their sense of ownership and investment. A supportive work environment, where managers provide necessary resources and promote work-life balance, helps employees manage stress and stay resilient.
Coaching can significantly enhance managers’ abilities to implement these practices. By working with their coach, managers can refine their skills in communication, recognition, empowerment, and support. This tailored coaching helps them become more effective leaders, ultimately driving greater resilience and engagement within their teams, which contributes to improved performance and organisational success.
Organisational strategies
Building resilience in the workplace involves a combination of organisational strategies and individualised support mechanisms. Continuous learning and development are crucial for enhancing resilience. By offering targeted training opportunities, organisations equip employees with the skills necessary to adapt to challenges and changes, fostering a culture of growth and adaptability.
Support systems also play a critical role in reinforcing resilience. Resources like employee assistance programs, peer support networks, and wellness initiatives provide employees with necessary tools and assistance to navigate difficulties, creating a robust safety net for overcoming challenges.
Resilience and engagement are complex, human-centred qualities that require ongoing development and practice. Extending coaching to all individuals and not just leaders and managers serves as a fundamental tool in this process by offering a personalised approach tailored to each employee’s unique context and challenges.
Additionally, coaching emphasises the importance of reflection and feedback. Regular reflection provides insights into behaviours and progress, while continuous feedback helps employees refine and adjust their approaches. This learning process is crucial for achieving long-term behavioural change and maintaining sustained engagement.
Moreover, resilient employees tend to take active roles in their organisations. Their proactive approach to problem-solving and overcoming challenges can lead to higher levels of engagement, as they feel more in control and capable in their roles.
Lasting success
Resilience and engagement are crucial for driving business growth. Engaged and resilient employees handle challenges better and boost productivity, innovation, and overall performance. Prioritising these qualities is essential for any organisation seeking to stay competitive and financially healthy.
To drive sustainable growth and long-term success, organisations may find it beneficial to focus on building both resilience and engagement. Emphasising these aspects creates a cycle of growth. High engagement leads to resilience, which in turn further strengthens engagement. When organisations foster both engagement and resilience, it creates a culture where employees are both motivated and capable of handling stress. This culture not only sustains employee well-being but also drives long-term organisational success.
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