FOUR WAYS TO HELP PEOPLE BECOME MORE ENGAGED
1: Set clear
The people you
manage need to be clear about their roles. Let people know what they need to do
the right resources
People need to have
the right information, training, materials, equipment and time to achieve
agreed outcomes. Think about what it takes to do the job, where there are gaps
in resources, and do something about it.
3: Focus on
We all like to do
what we are good at. Understanding each person's particular talents, finding
ways to use these talents most effectively in their work, and helping them
develop these talents into strengths is a key to helping people become more
and acknowledge good performance
performance and spending time with productive and talented employees is often
overlooked. Coaching a good employee to greatness is a far more productive use
of your time than working with under-performance. Neglecting talented employees
makes them question their confidence in their own skills, their motivation and
Where's the Evidence?
organization identified the elements of worker engagement by conducting
hundreds of focus groups and many thousands of worker interviews in all kinds
of organizations, at all levels, in most industries and in many countries. Out
of hundreds of variables they found 12 key employee expectations that, when
satisfied, form the foundation of strong feelings of engagement.
The result was
a 12-question survey (below) in which employees are asked to rate their
response to each question on a scale of one to five.
I know what is expected of me at work.
I have the materials and
equipment I need to do my work right.
At work, I have the
opportunity to do what I do best every day.
In the last seven days, I
have received recognition or praise for doing good work.
My supervisor, or someone at
work, seems to care about me as a person.
There is someone at work who
encourages my development.
At work, my opinions seem to
The mission or purpose of my
organization makes me feel my job is important.
My associates or fellow
employees are committed to doing quality work.
I have a best friend at work.
In the last six months,
someone at work has talked to me about my progress.
This last year, I have had
opportunities at work to learn and grow.
single most important variable in employee productivity and loyalty turns out
to be not pay or perks or benefits or workplace environment.
to the Gallup Organization, it's the quality of the relationship between
employees and their direct supervisors.
It's having clear and consistent
expectations, its having someone who values their unique qualities, and
encourages and supports their growth and development.
As Mercedes Benz found,
it's winning hearts and minds that counts.
You are welcome to click here to forward this article to a colleague who may find it useful, Thanks, Susan