Taking action on employee feedback

Addressing states of engagement and performance

Remember that engagement and performance are not always directly linked. An employee or team can be performing well but not engaged with the work they’re doing. Or perhaps they’re very engaged but just not performing as well as required for the role. Your plan should consider the following four combinations, shown in the activity below:

Knowing yourself as a leader will also help when coming up with plans around performance and engagement. For example, say you’re a Producing leader who has a high performer that is not engaged. Your first reaction might be to say that’s OK for now because, from a metrics perspective, things are going well. But this can lead to serious implications down the road. Try tracking metrics around engagement as you measure employee performance. If it’s important to your organization’s culture, you should hold your employees accountable.

Copy link