Factor 2 – Employer Factors

part 2 | Chapter 4

faCtor 2: employer faCtors

Factors that ABG leaders and our division leaders have an effect on in regard to engagement include: working for an employer that cares about employees as a person and shows it, organization-wide and division-level recognition, as well as organizational justice – or, a system where employees feel they are being held to the same standards in a company and policies being enforced fairly among all . When employees and teams do not feel that the company and its leaders know they exist, or they feel that they work hard but are never recognized by their company leaders for doing so, employee engagement levels have been shown to decrease . Additionally, if rules and policies are not enforced equally to all employees, employees perceive a sense of injustice in the organization (e .g . favoritism) . This has also shown to lead to decreased engagement levels . This is why, as a leader to your team, you must enforce rules and policies equally to all employees . Avoid showing favoritism as it will decrease other team members’ levels of engagement and negatively impact the team as a whole .

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Organizational and division-level recognition

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Organizational and division-level justice

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Leadership Connection

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_______________________________________ Connection Through Common Culture

leadershIp ConneCtIon

Employees need to feel some sort of a connection with their top leaders in the organization . Employees frequently do not know their top leaders in the organization, and often they form conclusions about their leaders without any real existing knowledge of them . In the absence of personal contact, the human element, comes rumination and negative images we form about others; leaders in a company are of no exception . How can we increase leadership visibility and personal contact with employees? While our leaders are not omnipresent, their presence can be increased with Leadership Highlight boards that display a personal element, as opposed to a traditional rigid corporate highlight story . Additionally, videos can be made from top leaders discussing the mission, vision, and cultural values of the company, as well as personal things about themselves (if they wish) . These efforts go a long way in engaging our teams .

Culture

In addition, continuous discussion from you as a leader to your team members about the ABG Culture, Mission, and Vision are crucial for team members to feel a connectedness with ABG and to be engaged in the company . Without this discussion of what separates ABG from other companies (i .e . our unique culture, mission, and vision), employees feel that they are working for just another company .

leadershIp presenCe

Additionally, as a leader to your team, whether you are a department manager, plant manager, supervisor, team lead, or another leadership position, (1) simply getting out of your office and walking the floor a few times per day, (2) asking team members how they are doing and if they need anything, (3) among other genuine interactions will increase your overall leadership presence and employee engagement levels . So, get out, walk the floor, speak with your people regularly, form strong relationships, be the type of leader that team members feel comfortable talking to and enjoy working for .

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Walk the Floor

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How Are You?

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Genuine interactions

reCognItIon

At the organizational level, taking the time to recognize teams and specific team members for their dedication, passion, discipline, and mastery has an incredible effect on Employee Engagement levels . As previously stated, employees want to work for a company where they feel they make a difference; that they aren’t just another cog in the machine . Team members want to know that our leaders care about them and know who they are . When we recognize our teams and team members for their excellence, we show our teams across the organization that we care for them, that we recognize their excellent work and efforts, and that they matter .

Internal communications such as I AM CX and the ABG Way, where we recognize teams and team members for Taking Care of Each Other, Taking Care of the Customer, and Doing Good Work, are geared towards ensuring that we, as an organization, take the time to recognize our employees for their dedication, passion, discipline, and excellence .

faCtor 2 summary

We can engage our teams by:

organIzatIonal level

Company-wide recognition (i.e. ABG Way Highlight stories – formerly known as I AM CX)

Equal enforcement of rules and policies among all employees at the organizational level

Leadership connection at the organizational level

Leadership highlight boards

Leadership Videos

Common culture connecting us all

Frequent internal communications regarding ABG culture, core drivers, mission, and vision to unite us all under a common purpose and expectation .

so as employers, hoW Can We ensure that We are engagIng our teams? lookIng at It from both the organIzatIonal level (Company-WIde) and dIvIsIon/team level...

We can engage our teams by:

dIvIsIon level

Division leaders giving recognition to teams and individuals for their excellent work

Team leaders giving recognition to teams and individuals for their excellent work

Equal enforcement of rules and policies among all employees at the division level

Equal enforcement of rules and policies among all employees at the team level

Leadership connection at the division level (i .e . daily walk the floor, stickies, etc .)

Leadership connection at the team level (i .e . stickies, walk the floor, etc .)

Common culture connecting us all (division leaders and team leaders)

Frequent discussion about our culture, mission, and vision – bringing us all together under a common purpose and common expectation .