Workplace Options Chief Operating Officer Eric Santa recently sat down with Donald Thompson, CEO of The Diversity Movement, to talk about employee engagement. Increasingly, WPO clients are asking for the company to rethink what it means to be an EAP by focusing on how wellbeing, psychological safety, and other aspects of shaping a stronger culture are leading to enhanced employee engagement. Eric and Donald also chatted about the new book, The Inclusive Leadership Handbook: Balancing People and Performance for Sustainable Growth, which Donald co-authored with Kurt Merriweather, VP of Marketing at TDM.
Eric: Donald, let’s kick off this conversation by looking at WPO clients and their needs. Clients are focusing on the real-world business outcomes of our work as a holistic wellbeing company. We see that employee engagement is a top-of-mind concept for leaders and their teams. When you’re talking to senior executives, Donald, what are you hearing?
Donald: Thanks, Eric! There was a recent research report by Gallup that really got leaders talking, because it revealed that most teams are not engaged at work, no matter what country you’re measuring. But, even more startling is the $1.9 trillion that Gallup calculated that actively disengaged employees are costing U.S. companies. The senior executives are wondering what this is costing their companies and what initiatives they can launch to reinvigorate their cultures.
Eric: That’s a big number. From WPO’s Psychological Safety Study, we know that employees are dealing with really personal issues, such as work-life imbalance and conflicts with their managers. Given these challenges, how can we ensure that we are effectively addressing the challenges impacting engagement?
Donald: Addressing these challenges requires a multifaceted approach. Firs, we need to prioritize the creation of a supportive work environment that promotes work-life balance through flexible work arrangements and wellness initiatives. This could include offering hybrid options, flexible hours, and wellness programs to enable employees to more effectively manage their personal and professional responsibilities. Additionally, fostering strong relationships between managers and employees is essential. There must be regular communication, feedback, and conflict resolution strategies that build trust and reduce workplace tension. Providing training and support for managers to develop their leadership and interpersonal skills can also help them better support their teams and address conflicts or challenges that arise.
Eric: Given the trillions of dollars being lost to disengaged workers, senior leaders certainly want to understand the real-world benefits that they can expect to see from investing in employee engagement. Do you have thoughts on the business outcomes derived from this investment?
Donald: We know from working with hundreds of clients and in speaking with executives globally that investing in engagement yields many benefits. Engaged employees are more productive, innovative, and loyal, leading to increased sales, higher customer satisfaction, and improved financial performance. They are also better equipped to weather challenges, such as recessions and pandemics, as well as other workplace issues that demand resilience and adaptability. One of the often overlooked parts of a strong, engaged workforce is that these employees will more likely advocate for the company. These word-of-mouth ambassadors help enhance brand reputation and create workplaces where employees stay longer. By prioritizing employee engagement, organizations can create a positive work environment where employees feel valued, motivated, and committed to achieving shared goals.
Eric: Can you provide some practical steps that leaders can take to build inclusive cultures?
Donald: We knew a variety of leaders – from seasoned executives to those newer to their roles – would be reading The Inclusive Leadership Handbook, so we created thought prompts to help them work their way through the book’s concepts. Readers have told us that they really enjoy this facet of the book. As such, we take the “hands-on” approach really seriously. One way leaders can implement inclusive culture is to spend significant time creating strong teams. By prioritizing collaboration and innovation within executive teams, leaders can set the tone for inclusive leadership throughout the organization. Additionally, using collaboration as a competitive edge can further enhance employee engagement by fostering a culture of teamwork and shared success.
Eric: That is fascinating and timely. So, how can we as leaders ensure that we are effectively cultivating engagement within our teams and organizations? I can imagine that many people are wondering, “What can I do personally as an executive?”
Donald: It starts with leadership commitment and accountability. Leaders must prioritize employee engagement as a strategic imperative and lead by example through transparent communication, empathy, and recognition of employee contributions. We find that strong executives, for example, regularly communicate organizational goals and values, seek input from employees on decision-making processes, and acknowledge and reward their achievements. Additionally, providing opportunities for professional and career development, promoting diversity, equity, and inclusion (DEI), and creating a culture founded on psychological safety are all key components of building engagement. Leaders should also regularly assess employee engagement levels and take proactive steps to address any issues or concerns that arise, demonstrating their commitment to creating an inclusive work environment.
Eric: Thank you for sharing these insights Donald. I am happy that readers are responding well to The Inclusive Leadership Handbook. Employee engagement is not only essential for organizational success, but it also requires a concerted effort from leadership to cultivate a thriving workplace culture.
Donald: Absolutely! Kurt and I have been overwhelmed by the response to the book. Employee engagement is one of the primary outcomes of inclusive leadership. By prioritizing engagement and addressing the challenges and opportunities it presents, organizations have the potential to unlock the full potential of their workforce and drive sustainable growth and success. All leaders are looking for an edge – we think we have found the “secret sauce” in tying inclusive leadership to employee engagement.
Get started on your journey to become a more inclusive leader so that your team can thrive and your organization achieves long-term growth. Pick up your copy of The Inclusive Leadership Handbook today.
