People-Centered Engagement: How to Engage Through Humble Leadership
Many organizational leaders see employee engagement as synonymous with employee retention. They tend to tie an employee’s value to the bottom line and business outcomes, reflecting a more traditional, transactional approach to not only the nature of engagement, but leadership in general.
There is increasing evidence, however, that when leaders prioritize control and end results over the people themselves, those leaders are actually less likely to achieve the desired business outcomes.1 In contrast, those who exhibit more humble leadership have been shown to be more effective at retaining employees and getting the most out of their teams, with greater business success as an end result. Employees at high-trust companies, where leaders trust them and give them more control over their work, report: 74% less stress, 50% higher productivity, 76% more engagement, 40% less burnout and 106% more energy at work.2
