“We wouldn’t have been able to implement this merger so smoothly without the awareness of how all those different personalities are a blessing in disguise. In spite of our challenges we developed a stellar level of employee engagement, based on fantastic collaboration and trust. Thank you J.D. for supporting us in this process.”
Team members are twelve times (!) more likely to be fully engaged if they trust their team leader.
If workers feel motivated and engaged at work, they will reflect that inspiration on their families at home in the evening, the effect of which will create a positive spiral they will bring back to work next morning. Everybody eventually benefits from that mechanism, whether at work or at home. Searching for what triggers engagement we identified three critical success factors: TRUST, VERSATILITY and TEAMWORK.
Although all three key success factors are essential, trust no doubt is the most crucial one. Contrary to what many people believe, trust is quantifiable. In a 2019 global survey on employee engagement, the ADP Research Institute discovered that team members are twelve times (!) more likely to be fully engaged if they trust their team leader.
Creating trust and employee engagement is however something complex. Individuals have distinctly different motives and talents. As we found out in several decades of coaching and counseling and after analyzing thousands of Behavior Style surveys combined with hundreds of in-depth interviews, people’s unique motives and talents are inseparably related to their primal needs and fears.