So What Are The Rules of Engagement?

An actively ‘engaged’ team is easier to coach, manage and retain. They accept change more readily and their sense of belongingness is high. On the contrary, an actively ‘dis-engaged’ employee is physically present but psychologically absent.

Here are some simple ways of improving engagement levels in your organization irrespective of size:

- Reducing barriers by stepping away from work and introducing new experiences is a ‘must-have’. This is often mistaken by a boring ‘department dinner’ or a halwa puri breakfast. Instead, a day designed for people to accomplish physical tasks in teams, like putting up a tent, creating a prototype for an idea, cooking or embarking on a merchandizing challenge in the field, instantly brings down personal barriers.

- People feel engaged when they feel valued. Be on a look out for something you can recognize every week. Be it a well-written email, little details done right before an event or preventing a crisis through thoughtful, proactive behavior. No matter how insignificant, a ready, sincere word of praise works wonders for making people feel valued and it doesn’t cost a dime. This is commonly confused with compliments of personal nature. Praise is always specific to the behavior that needs to be recognized and that behavior should always be work-related.

- Engaged employees love challenging assignments usually in the form of projects or role change. These assignments must do three things; a)stretch the person’s potential to a new level, b)make a measurable impact to the business and c)create a sense of urgency. High potential employees usually enjoy an accelerated growth pattern that keeps them engaged and help them create milestones.

An employee goes astray when he feels detached from the organization. This usually occurs when we use their time for meaningless projects that contribute nothing to the business. If you cannot give your employee a sense of purpose, he will go looking for it elsewhere.