Supporting leaders who receive low engagement scores can be a challenging task for HR. These scores can be a wake-up call, signaling the need for immediate and effective action - and for the leader in the spotlight, low scores can be very difficult to address alone. However, with the right support, these leadership challenges are golden opportunities to turn feedback into a pathway to leadership success. Here are 5 tips for supporting leaders with low engagement scores.
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The 5 tips you’ll find are: |
Low engagement scores are rarely the result of a single factor. They are often the result of a complex interplay of elements within the workplace environment.
It's important to engage all relevant stakeholders, including the leader's supervisor, to gain the full picture of the situation. Discussing the leader's challenges and the supervisor's perspective can provide valuable insights into potential areas for development.
One of the most effective tools at your disposal is the individual conversation with the leader. Balancing the roles of expert and coach can greatly enhance these conversations.
As an expert, you share knowledge and best practices. As a coach, you listen, advise, and empower the leader to take ownership of his or her development. This dual approach not only provides guidance, but also fosters a sense of autonomy and competence in the leader.
Effective communication is key to driving positive change. Setting a clear agenda for conversations and maintaining control over the flow of discussion will ensure that these meetings are productive.
The Gamemaster Model presented in our guide is an excellent tool for managing the dynamics of conversations. It helps structure interactions to keep them focused and goal-oriented.
Leaders may react emotionally to low engagement scores, experiencing feelings such as frustration or disappointment. It's important to manage these emotions constructively.
The Cognitive Diamond model, which we describe in detail in our guide, offers strategies for exploring and managing these emotional reactions. By addressing the leader's feelings, thoughts, and behaviors, you can turn emotional reactions into opportunities for growth.
Curiosity is a powerful leadership development tool. Encouraging leaders to share their experiences and perspectives can provide deeper insights into their challenges and motivations.
By applying strategic curiosity, you can help leaders unpack their stories and identify actionable steps for improvement.
Supporting leaders with low engagement scores is a multifaceted process that requires a blend of empathy, strategic communication, and practical tools.
Our guide, "From low scores to leadership success: How to support leaders with low engagement scores", provides practical tools, models, and actionable insights to help you turn these challenges into opportunities for positive change.
Ready to empower your leaders and boost engagement? Download the guide here.
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