How well do you really know your team?
Are you a manager within your organisation? Do you want to cultivate a positive working environment within which your team can thrive? Do you want to increase your team’s productivity and your organisation’s success?
If the answer to all those questions was yes, answer this next question: how well do you really know your team?
If this question happened to drop the penny that, in fact, you don’t really know much about your team at all, never fear – you’re not alone.
Unfortunately, only 3% of employees feel that their managers treat them as an essential part of their organisation (Macleod & Clake 2009), while only 29% think that their managers genuinely care about their happiness and wellbeing (Macleod & Clake 2009). Worse still, 60% of employees believe that managers treat them more like an organisational asset than an actual person (Macleod & Clake 2009).
These statistics are quite worrying, right? We’re not saying that managers don’t give a flying monkey about their employees, but since 80% of the extent to which employees are engaged at work is influenced by the relationship they have with their line managers (Smith 2011), this information clearly highlights just how important they are to the equation of employee engagement and positive productivity. Throw into the mix the fact that ineffective management is costing UK businesses over £19 billion a year in lost working hours (Department for Business Innovation and Skills 2012), and you have an equation that needs solving pronto.
But exactly how do we solve it?
Since managers drive employee engagement and productivity, it is essential that they are able to fashion working environments and relationships which suit every employee and which contribute to their professional success and in turn organisational success. Employees are the driving force behind organisational achievement, but if they don’t feel engaged or respected within their working environment they’ll feel disconnected, disheartened and ultimately disappointed in their line managers. It’s not surprising that bad managers are the number one reason employees abandon their jobs.
In order to engage employees in the workplace, you have to know them. And we don’t just mean knowing when their birthday is, whether they’re going through any tough times or what their favourite brand of tea is – we mean knowing what they want out of a work space and what drives them to do their work in the first place.
We all have core drivers which dictate exactly these things. They are Unconscious Motivators, and according to PRINT® psychology there are two which most directly affect our feelings, behaviour and actions. These Unconscious Motivators® influence how we react to people and situations, and whether we operate within Best Self or Shadow Self. Best Self behaviour is conducive to productivity within the workplace, but when we are in Shadow we become unproductive and less likely to be successful in our work. When our Unconscious Motivators® are being satisfied in the workplace, we remain in Best Self. When they are not, we are triggered into Shadow.
Harnessing the knowledge of each employee’s Unconscious Motivators® can clearly be hugely beneficial to the manager striving to increase employee engagement in his team. PRINT® allows for an intimate insight into the working and professional desires of an individual, helping us to not only fashion the perfect working environment and relationship to suit our team members but also to predict what events and actions might catapult them into Shadow. To be an engaging manager, you have to encourage and facilitate Best Self behaviour in your team. PRINT® not makes this only possible, but simple!
However, if you’re going to satisfy your team’s individual Unconscious Motivators®, it’s not enough to merely acknowledge them – you have to listen to them too. You can use the knowledge of your employees’ Unconscious Motivators® – as well as your own – to adapt your behaviour to suit a positive, fluid working relationship with all you team members, and encourage others to do the same. Employees feel more enthusiastic towards and dedicated to their company when their managers listen to them (Threshold Survey 2009) – and being mindful of their Unconscious Motivators® makes this a piece of cake.
If you’re a manager looking to enhance your team’s productivity, look no further than PRINT® – but make sure you look further than your team’s outward behaviour and discover how to really unlock their productive potential.
For more information on how PRINT® could benefit yourself or your organisation, email email@example.com, visit our website and social media (Facebook: @discoveryourprint, Twitter: @Discover_Print, LinkedIn: Print Profile Ltd) or sign up to our mailing list. If you’d like to bring PRINT’s benefits to organisations and businesses, we offer Accreditation courses enabling in-house coaches and learning & development professionals to become certified PRINT® coaches.