Public sector turns around engagement, leaders in demand

29 January 2010 8:40am

Public sector gains in employee engagement and retention in recent years mean the private sector should look there for insight into what makes a great leader, says SHL national director Stephanie Christopher.

A new breed of leader will emerge in 2010, she says.

"Leadership in 2009 was very transactional; it was about rolling up the sleeves and getting on with it. In 2010, there will be a swing back to the charismatic, transformational leader of the past, however it will be kept in check."

The lessons learned in 2009 will ensure the future leader, at least in the short-term, "will remain disciplined and focused, but bring a new element of inspiration to transition the workforce into the upswing", she says.

Throughout the GFC, retention and employee engagement fared better in the public sector than in most private-sector organisations, Christopher says, showing the public sector is good at aligning its people with its strategic direction.

The State of the Service Report 2008-09, for example, shows the majority of APS employees (85%) were motivated to do their best possible work, and almost all (97%) were willing to put in extra effort to get a job done, when needed, she says. Overall levels of job satisfaction were high at 81%.

Engagement vital during upturn

"As organisations get back on an even keel and the talent war re-surfaces, it will be important that their people are not only talented but engaged," Christopher says.

But the most common mistake she expects organisations to make is to assume that retention is a one-size-fits-all initiative. Management, she says, needs to understand each employee's drivers and motivators to guarantee engagement and productivity in 2010.

"Building engagement initiatives that are supported by strong leadership will ensure organisations are able to reap the benefits in the year ahead," she says.

Organisations should also capture employee performance data using objective tools such as occupational personality, motivation or ability questionnaires, to ensure the right staff are in the right roles.

But Christopher says that where gaps are identified, employers will need to act fast and be ruthless if they are to secure the cream of crop ahead of their competitors.

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