5 Steps to Deep Engagement
Great leaders understand that talent is the engine of the modern organization and employee engagement and empowerment are the mystery ingredients that transform the engine’s output. They recognize the single most important factor in employee engagement is creating an emotional commitment between the employee and the organization. It begins at the top by focusing on the following five steps:
1. Self-Awareness and Authenticity
Leaders should define their purpose and be comfortable in their own skin. They need to see themselves as others see them, know their strengths and weaknesses, be authentic and genuine.They should be the person they want their children and grandchildren to admire.
2. Ask & Listen
Asking employees questions on how processes and procedures can be improved engages them, increases their commitment and helps them to be more responsible and accountable. In organizations where responsibility and accountability are high:
• Management and employees operate with honesty, integrity and passion.
• People believe in each other to create great experiences and superior results together.
• Everyone feels responsible to solve problems and own the outcomes.
Asking questions is only one part. Listening and responding to suggestions is the other. Typical questions that engage employees include: How would you recommend we approach the issue? What recommendations would you make? As well as, what if we were to do the following? Great leaders want employees to develop creative and innovative solutions to business issues. They want employees to bring their brains to work. Asking appropriate questions and listening to the feedback is invaluable.
3. Communicate Clearly, Concisely and Consistently
Highly engaged employees understand the business strategy and how their individual work contributes to company performance. They want to know where the organization is going, its strategy for achieving the vision, and how their performance contributes to overall success.
4. Appreciate & Acknowledge Employees
Great leaders appreciate and acknowledge their employees. It has been proven that employees want and need more than money to be motivated. In fact, in most studies money is fourth or fifth on the list. Mostly, people want to feel appreciated and respected. The importance of valuing employees for their contributions and ideas, and appropriately rewarding and recognizing them cannot be understated. There is no substitute for “Great job,” “Thank you for your hard work,” and “I appreciate the extra effort you put in to this project.”
5. Be Accountable
Building a culture of reliability, accountability and responsibility begins with leaders operating with honesty, integrity and passion. The most effective leaders take responsibility and ownership for solving problems, and expect others to do the same. These five steps create a winning culture where people choose to work above and beyond. They think outside their roles and responsibilities, feel accepted and respected, and are loyal. They want to come to work every day, make a difference, and help the organization surpass its goals and objectives.
Dianne Durkin, author and president of Loyalty Factor, helps companies enhance employee, customer and brand loyalty by revealing core issues and outlining their impact on profits, productivity and people.
Originally published in volume 15 issue 5 of Your Workplace magazine.
