Often, organizations fall victim to “blanket solutions” geared toward fixing the problems of one type of performer or work group, and it’s usually the lowest performer. Often, management views low engagement scores, and their initial instinct is to address the causes of these low scores. As a result, solutions or action plans are created that apply to the whole organization. However, these sometimes only address a small part of the employee population or a few work teams.
Instead, what managers must do is focus on the larger picture while addressing the trouble spots. Action planning and process improvement may need to be different for the top performers versus the bottom performers. Segmenting your work groups into levels of engagement can highlight key differences and help set the framework for development of targeted action plans focused on key work teams. Managers need to recognize that different interventions may be necessary to bring about change in bottom performers versus top performers