Employee Engagement: It’s All About Empowerment

How Turning Over Responsibility Fuels Employee Engagement

employee engagementYou can spend a lot of time trying to solve the challenge of employee engagement, implementing programs and investing a lot of money in your culture. It’s easy to do a lot of work on trying to keep your employees excited and interested in their jobs, but it may be in vain if you’re not including one major element: empowerment.

It may be time to look for new ways to give your employees real responsibility and increase their experience of ownership in the company’s objectives. Here are ideas for how you can do that:

Transparency: A big piece of giving your employees empowerment is providing as much information as you can. Have you been given a tough set of objectives by your own boss? Share them with your team and get their input. You can also share what you know about the broader goals of the company and encourage further transparency by having a true open door policy.

The huddle: Every day, gather your team for a quick standing meeting. Go around the circle and have each employee share what’s on their agenda for the day or highlight a particular challenge they’re having. By doing a check-in, you’re letting your employees know that they are supported without stepping in to manage any particular situation more closely.

Visuals: A visual way to view projects, such as a chart on a whiteboard, creates a way to empower employees. They see their work as integral to the team’s efforts and know that other people are seeing their contribution and its role in the bigger picture, too. This visual space may be a great location for your morning huddle, where you can have a visual reminder of what each person is focused on for the day.

Collaboration: Be intentional about the ways that your team’s contributions are influencing the work and objectives of what you are working on, as well as goals on up the ladder to the CEO. Each employee should be able to see how their own work is impacting the key performance indicators of the company.

Listen, don’t tell: Telling people what to do is incredibly ineffective. Instead, ask questions to help your employees find their own way to the answers and the activities and behaviors that lead to the results you want.

Get the right team together: Employee engagement is all about empowerment, but make sure you’ve got a team that can handle the ownership of your goals. Using a behavioral assessment is a great way to determine how a candidate will fit in a particular role and whether employee engagement is a likely outcome of a hiring decision.

When you work with PI Consulting Group, you’ll gain the tools you need to build a team where employees are engaged and excited about their jobs. To learn more about the dynamic role the PI System plays in a thriving company, give us a call.