1. There are critical elements modern employee employees require in order to feel that sense of connection. Firstly, the human connection of feeling part of a team. Feeling like there is somebody at work who cares about them, whether that be their manager or their coworkers. Indeed Gallup specifically questions this in their engagement surveys because feeling connected and cared about can boost business performance by up to 23%.
  2. The second is a connection to a purpose or making a positive difference. This concept applies even more evidently to younger employees; who will rule out organizations that are not purpose-led. Also, it isn’t just about having a purpose. It’s about connecting people with that purpose and for them to be able to clearly see how they can connect. People who feel like they are making a difference are 21% more productive and innovative.
  3. Thirdly, it’s about connecting with the vision, mission, and objectives of the organization. Where is this organization going? What are they trying to achieve? And how are they doing that? If an employee is clear on how their daily tasks impact the business and the world they’re much more likely to feel connected and 3X more likely to stay with your team. Another advantage for busy managers is that real clarity of what they should be doing means employees are less likely to go off on tangents from the main effort, or waste time on needless activity, which means productivity and efficiency go up.
  4. Next is connecting employees with their aspirations. This normally happens through discussing with them their skills, experiences, current strengths, and required development. Your role is to discuss this, be transparent about where the gaps are, and build a bridge with them to get there. Especially in these talent short markets where high potential, high performers are being approached with multiple job offers, and with the limited supply of some key skillsets, your best talent market is internal. Our next Global Leadership Mastermind talks about exactly this on Thursday at 3 pm CST — why not join us.
  5. The final connection which I think many leaders often overlook is one of connecting the dots. This sometimes gets missed because modern leaders are often trapped in the doing and not in leading. They aren’t able to step back and delegate, or they can’t trust their teams. It could just be helping employees onboarding to embed and integrate when they join the company or step into a new role. It could be leading lessons learned activities for the team. Or it might be helping employees to build their network or resources through the organization to help them perform better. Connecting the dots is a result of reflection and integration by taking a moment to examine what is the most important thing you should do versus doing all the things.
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Jimmy Burroughes

Jimmy Burroughes

Showing leaders and teams how to change their conversations to change their business performance results. jimmyburroughes.com