Hay Group research suggests that employee engagement, while important, is not alone sufficient to sustain maximum levels of performance over time. What’s the missing piece? To borrow a line from the movie Jerry Maguire, engaged employees and managers seem often to be saying to organizational leaders: “Help me help you.” In other words: “Put us in roles that utilize our skills and abilities and allow us to do what we do best. Give us the tools, technology, information, support, and other resources we need to be effective. And, finally, get out of our way! Don’t introduce procedural barriers that will interfere with our ability to get things done. And don’t dilute our focus and consume our energy with tasks that don’t add value.”
To get the most from talented people, organizations need not only to motivate them, but also to enable them to channel their extra efforts productively. Enablement is a particularly important consideration for managers. Especially in dynamic or rapidly changing environments, managers often face personal enablement challenges that limit their ability to perform optimally in their roles. To position their teams for success, managers need to align employees with roles that fully leverage their potential and provide them with the workplace supports they need to carry out their responsibilities. This session will review the importance of enablement as a performance driver and present strategies managers can use to enhance enablement levels with their teams.