Employee Engagement is Contagious
Begin Your Employee Engagement Strategy by Getting Yourself Engaged First
Boosting employee engagement is a tricky goal, because you need a strategy in place, but with too much measurable planning, it can get stale and backfire. You need a plan that’s authentic, and true employee engagement starts at the top.
So, how do you launch an engagement initiative without it turning into just another perk program? Take a look at six steps you’ll want to include in your planning process:
Start with yourself: Engagement is contagious, and if you start by making sure you have an all-in attitude, your employees are likely to follow. It’s more about the things you say and do than it is about the memos you write or the objectives you check off. It’s a lot to do with passion for your job and whether you embrace new ideas and progress or choose to be cynical about the road ahead.
Don’t manage by exception: Engaged managers don’t wait to hear from employees when they are having a problem or when a member of their team achieves something special. Instead, they are in the trenches with employees, understanding the challenges they are dealing with and helping them navigate them. This is not micro-managing, though. It’s engaged managing, which has a completely different feel because the manager empowers their team and trusts them to do their job.
Don’t mistake rewards for engagement: It’s great to reward your employees, but that shouldn’t be your strategy for engaging them. Engagement is not reward trips and primo parking; it’s being part of a team that’s working on something important.
Get out of the way: Recognize the moments when your team is achieving something together and doing it very well. That’s when you stand back and cheer.
Focus on your hiring strategy: A critical piece of engagement is making sure your team members fit your culture, are each complementary to the team and that their behaviors and tendencies are a good fit for their role. Using a resource like a behavioral analysis can help you objectively look at your positions, who’s in them and who you need to add to your team. It sets the stage for employee engagement when you have a team that fits together well, not just with skills, but also with their communication styles and work preferences.
PI Consulting Group understands how challenging it can be to build engagement in your organization. A behavioral assessment like the PI System is a great place to start, giving you data-driven information about your current team and how you can build up that team in the future. Give us a call today.