Executive Business Coach Dean Williams, shares his knowledge – outlining six ways to engage your people.
Employee engagement is a phrase circulated around the business world, but do we really understand the importance and are we aware of what to do as leaders/managers?
It is suggested that an engaged employee understands what to do to help the organisation succeed, feels emotionally connected to the firm and its leaders, and is willing to put that knowledge and emotion into action to improve performance of both themselves and the company.
It is also muted that engaged employees perform on average 20 percent better than their disengaged counterparts. Compelling reasons why focusing on this area is critical to business success.
However, disengaged employees are commonplace. In a recent Gallup survey to compare the disengaged with the jobless - assessing feelings against a number of factors (from feelings of enjoyment to feelings of being treated with respect), the disengaged employees scored significantly lower than those unemployed.
So what significant role do you play as their leader/manager? It is thought that in many cases, people join companies but leave managers. We all want fair pay for a fair day's work, but your impact on employee happiness is massive. Here are six practical ways to engage and ensure happiness within your people.
1. Let them feel part of the business
An engaged employee needs to feel like they can genuinely impact on the business' direction and results. Do yours feel like they impact on the quality of your product or service? That they can impact on costs? That they can play a role in innovating new products/services? That they can increase the profitability of the firm? If not, why not?
People need to know how their role makes a difference to the business, that they make a contribution. You should find compelling reasons why the business needs them and deliver the message.
2. Install ‘tight’ performance management processes
Set purposeful business objectives for each of your people. Does each core objective link to the strategy, priorities and goals of the business? If I questioned your people on their own objectives – would they be able to make the link to the business?
It’s essential that you take regular opportunities to give your people feedback on their progress by meeting with them, delivering praise and advice as appropriate.
Having set your employees' objectives in line with the business, ask yourself what your regular meetings with your people look like. Are they often enough? Are their objectives top of the agenda?
Having regular ‘touch points’ with your people enables you to clarify and reinforce the objectives and the importance of the person as an individual.
3. Communicate, communicate, communicate
Lack of or poor communication leads to employee anxiety. People are generally uncomfortable with not knowing what is going on. The key for leaders/managers is to communicate as much as they can, as quickly as they can, an important principle in both successful and challenging times. But communicate what? Results versus target, challenges, competitor movement, changes in direction/focus for example.
There will always need to be a decision made on how much information can be provided, but open communication shows both trust and respect in your people, feelings that will undoubtedly help with engagement.
4. Let them help find solutions
Set your people meaningful business challenges to solve. Whether setting the task for individuals or teams, define the scale/detail of the challenge and request a solution.
Engagement is at its best when the recipients feel involved, committed and a sense of emotional attachment, all outputs from this approach. Leaders/managers with real finesse will use tried and tested processes that facilitate creative thinking and movement to action.
Edward De Bono's 6 Thinking Hats process stands the test of time – with the leader playing the role of the ‘blue hat’ chairperson – orchestrating the change in thinking states.
5. Have a development focus
Work with your people to identify genuine knowledge, skill and behavioral gaps. Set an expectation of self learning by reading and finding mentors, and where possible, invest in interventions that will tackle the root cause. Be supportive of learning and be resourceful with solutions by providing book recommendations.
6. Be a ‘great’ boss
Think about the quality of your relationship with each of your people. Ask yourself 'is it where it should be and am I doing enough? Am I creating the right environment for my employees to flourish? Is my approach fair and consistent? Am I contributing to the outcomes that I don’t like? Be honest and be prepared to change your relationships if needed.
Remember, far from being a requirement that is satisfied by perks, employee engagement is a direct reflection of how employees feel about their relationship with their boss. You make the difference.
