The_30/40/30_Rule_of
_Employee_Engagement
Publicado el Publicado el14 de noviembre de 2014
Mary Pat Knight
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Senior Executive|Leadership & Emotional Intelligence Expert|Speaker,Coach & Facilitator
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The state of today’s workforce
engagement is a hot topic these days. Remember that Gallup revealed
less than 30% of your employees are engaged with your company?
This presents a great opportunity for all of us to step up as Emotionally
Intelligent Leaders. A good many of the reasons for
the disengagement could be addressed with the active management
of emotions, the constancy of communication and the willingness to
ease up on command and control.
Let’s look at the 30/40/30 rule as it applies to discretionary effort
and engagement.
Facts:
30% of your employees are your champions. They are your
positive mouthpiece on Glassdoor. They are your ambassadors of
hiring. They are those who work the corporate objectives with
purpose and passion.
30% of your employees are actively disengaged with you. They
don’t care. They are posting the poor reviews on employment sites.
They steer people away from the company. They bog things down.
They hate you.
40% are on the fence, using nominal discretionary effort, but
waiting to see which side wins.
On which percentage group should you focus?
Most of us, admittedly, focus on the bottom 30%. They eat up our time
with reprimands, coaching, cajoling, re-do’s, re-explanations. OK, you
get the picture. They take a lot of time to manage – and what are we
really managing but the bad PR and ill-will? It is an awful energy suck.
Interestingly, if you were looking at your business customers, wouldn’t it
be beneficial to release and let go of the bottom percentage who take up
all of your time? Great consulting practices regularly fire the bottom
10% annually to make room at the top.
Perhaps you say we should focus on the middle? Yes, but not yet.
Although counter-intuitive because many of them are so self-sufficient
and high-producing, the group that requires the most attention is the top
30%. It’s a special kind of attention:
Recognition of a job well done
Regular coaching to break through the next set of barriers
The awarding of higher profile assignments
Constant feedback for improvement – always offered in the spirit
of “you can do it”
Allowing the learning to come from the mistakes incurred by this
group – they are the de-facto teachers through their effort
Setting an environment where this group of leaders can interact
with and spark each other
Who is watching this? Yep. That middle 40%. They start to notice that
the top 30% are winning and that side begins to look more attractive.
This is when you can start to pay a little bit more attention to that middle
group. Who is willing to step up? Who is willing to be a teacher from his
or her own mistakes? Who starts sitting at the table with the “in
crowd?” Emotionally Intelligent Leader that you are, you will see who
is ready to move and you then can coach, communicate and connect to
create that movement.
The teeter totter starts to tip towards the engagement crowd.
On the back-end, you are watching the disengaged. Some of them will
cross over to the mid-section. A few, who have found their inner light
once again, may even find themselves in the top 30%. Celebrate. There
are no “I told you so’s” here.
Those that remain will either opt out on their own because the
environment has changed and they can’t prevail or they will be
deselected by you. This happens all without fanfare or
drama…because…the rest of the group is looking in the other direction.
From a leadership perspective, you have to be drama-proof and
purposeful. Neutral (described as passionate, purposeful, and unhooked
by emotions) is the preferred stance. And you must be constantly
banging the drum of culture, communication, commitment, connection.
Not only banging the drum…but doing the dance, too!
APRENDIZAJE
I use a 30-40-30 rule when describing the typical participation of
online learners. Expecting this type of interaction will ease your
mind about student involvement and perhaps, find different ways
to reach them.
Save
Probable hours of student participation per week: 2
Instructor Time
First, the less you are facilitating in a course the more content you have
to create to replace you. Adversely, the more you are involved (i.e.
posting comments, providing live calls, giving individual or group
feedback) the less you need to construct online. You can see the shift in
facilitator involvement with the intensity of a course, whereas a light
course should have complete instructions, lessons and learning resources
as the facilitator might be absent.
Second, and listen very carefully … you will burn out if you attempt to
answer every post or comment by your students (assuming there are 25+
students.) To avoid this, try the following:
1. Every day or 3 times a week, quickly review the posts by students
2. Immediately address those needing help (i.e. tech glitch, very
confused, missing learning materials)
3. Find a few key posts that seem to be stating or asking the same as
others and post your answer where everyone can see it. Mention
the name of the posters and that you see others have the same
ideas/comments/questions
4. Give space for peers to help each other as they might have great
ideas to share
5. Summarize the discussion adding the odd name of posters to show
you have been reading their work. Dispel any misunderstandings
of the content, at this time.
Expected hours of instructor participation per week:
Light intensity course: 2
Medium intensity course: 7
High intensity course: 15
Supportive Technology for Facilitation
There are two terms to how people interact and communicate online:
Asynchronously or synchronously.
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