Inspiring Success at Your Practice Part 2: The 7 Levels of Energy To Elevate Employee Engagement

Abstract

This three-part series explores different aspects of professional coaching. Catch up with Part 1: Leading With a Coaching Mindset here: https://bit.ly/3tmfhmh.Figure 1: The above image shows the thoughts, feelings, and actions associated with each of the 7 Levels of Energy. Chart adapted from work done by Bruce D. Schneider. Employee engagement, Energy Leadership Index Assessment, practice management, practice management series.The concept of employee engagement has evolved significantly over time. Its multifaceted nature makes it a topic that can be easy to talk about, but hard to implement. Undoubtedly, in today’s landscape, employee engagement holds unparalleled significance, particularly within the health care sector, where its relevance has surged to unprecedented heights.1,2 However, it is possible that conventional strategies to drive engagement have fallen short in meeting contemporary challenges. In our coaching group, both with clients and for our own team, we use the 7 Levels of Energy Framework.3 This system not only offers a fresh perspective, but also a structured methodology that is easy to grasp and has the power to amplify employee engagement. THE 7 LEVELS OF ENERGY FRAMEWORK By leveraging the various energy levels described by Schneider, we can delve deeper into the motivations, attitudes, and behaviors that shape employee engagement. This approach not only enriches our understanding of employees and how employees show up, but also equips organizations with a toolkit capable of driving sustainable change. Let’s clarify what we mean by “energy” for this article. Don’t worry—we are not revisiting your psychoacoustics class or asking you to make any calculations. Here, energy refers to the lens or filters you have that shape your perceptions, attitudes, and actions.4 There are 7 Levels of Energy we have the potential to experience day to day (Figure 1). We often experience several levels of energy in one day or even within an hour. It is important to note that no energy level is good or bad; they all have advantages and disadvantages. All the levels serve a purpose. The objective, however, is to raise our awareness so we can recognize how we are showing up and actively choose if that level is serving our needs at the time. It is through this self-awareness and intentional choice that we can harness our personal power for a more fulfilling and purpose-driven life, both personally and professionally.5 EMPLOYEE ENGAGEMENT EXAMPLES Below are examples of what employee engagement might look like for each level of energy. Level 1: “No one understands me. I get overlooked for every opportunity.” “I have been here for 10 years and have never been given a raise. It’s not fair!” Level 2: “I am livid that Sally gets to leave early. Why can’t I?” “My boss makes me so angry because she doesn’t know how hard I work.” Level 3: “Things are fine at my job; it could always be worse somewhere else.” “My boss seems disappointed with me, but it’s all good, she will get over it.” Level 4: “I know my boss is going through a difficult time. I will check in on her.” “My colleague is behind on his reports. Let me see if he needs help.” Level 5: “I am at peace with my work and find a lot of joy in what I do.” “I am glad we are searching for a new system for patient reports. The one we just tried was not the right system for us, but thankfully we now know what we don’t want.” Level 6: “I have so many creative ideas, and I can’t wait to share them with my team.” “I trust that I am currently in the right place/job for me.” Level 7: “I can be completely present with my work.” “I experience absolute passion for what I do and who I do it with.” WHAT CAN YOU DO AS A LEADER OR BOSS? Navigating employee engagement within each energy level will look different. In general, however, here are some helpful questions to ensure your employees feel seen and heard. The goal is not to change the energy an employee is showing up with, but rather ensure the employee feels seen and heard.6 Remember, our job as leaders is to recognize where an employee is on the 7 Levels of Energy chart and identify if there are ways for us to support them. It is also important for leaders to take a moment to recognize what energy level they themselves are showing up with. Leaders must take time to reflect on how they show up daily, and when under stress, and how that energy may be trickling down to their employees. Here are a few questions that you could ask when your employees show up with varying energy levels: What energy level do you think you are at right now? How is this energy level serving you? What energy level do you want to show up with right now? What would be another way to think about ____? How can you reframe what happened to help you move on? What do you think the main challenge is? Where do you believe that thought comes from? How can you make that situation feel more fulfilling for you? If you could redo what happened, what would you do differently? Where do you think your blind spots may be? What is draining your energy away from accomplishing your goals? How can you give your colleague grace in this situation? What might your colleague be needing in this situation? ENERGY LEADERSHIP INDEX (ELI) ASSESSMENT We utilize the Energy Leadership Index (ELI) in our coaching practice. The ELI is a powerful, attitudinal assessment—very different than a personality test—that measures how much of each level of energy you are bringing to your life, personally and professionally. It gives you your energetic profile and with that information you can increase your awareness of how you’re showing up daily and when under stress. With this awareness you can begin to identify blocks that might be preventing you from achieving your goals. WRAP UP In summary, the concept of the 7 Levels of Energy for employee engagement provides a unique framework for understanding how employees might be showing up and how their life filters shape their thoughts, feelings, and actions. Employee engagement is a dynamic and multifaceted process that requires leaders and companies to also look inward to identify their limitations or shortcomings. Ultimately, embracing the 7 Levels of Energy Framework in the workplace can lead to a more motivated and satisfied workforce, fostering a culture of continuous improvement and success.7 Check back with The Hearing Journal next month for part 3 of this series, which will cover “Finding Your Why (Again).” We’ll explore discovering and developing a passion, including ways you can thrive when you feel stuck in life or in a job you can’t leave or change.