Employee engagement is a critical ingredient of an organisation’s long-term success. If engagement is gained, possessing this essential factor not only helps the organisation to significantly increase efficiency and productivity, but also provides a foundation that can drive the individual employee’s personal and career development.
To achieve true engagement, however, your employees first need to be aware of their own capabilities, interests, and wants, which will boost the chances that they will align with the company’s mission. Truly engaged individuals possess ambition, creativity, passion, and dedication, among many other things. While all these points are well and good, the leadership team must also be willing and able to grab these qualities and put them to optimal use.
The following five rules of sustainable employee engagement offer a guide to place your employees on the right path toward the fulfillment of their goals while enhancing their opportunities to contribute to your organisation’s long-term success.
Rule # 1. Begin with Leadership Engagement. Management teams spend a lot of money, time, and energy to discover potential — sometimes, trendy — ways to engage their workforce. Unfortunately, in most cases, such well-intentioned efforts neglect to consider the leadership team, as part of the workforce, in their search for engagement.
In other words, before you ask your people to be more engaged and motivated, you need to ensure that your leaders are super-engaged, too. Since the morale and mood of the company often trickles down from the top, what happens in the corner office eventually impacts the entire workforce.
Rule # 2. No Interest Means No Engagement. You must make a genuine effort to uncover what your people are interested in — different skills, experience, knowledge, personal aspirations, functions, whatever. Without this prerequisite, your efforts to attract and retain valued talent will fail, or provide only mediocre results at best. No interest, no engagement. It’s that simple. If you don’t know to what end each team member aspires, you’re shooting without a target in sight.
Rule # 3. Teach Your Employees How to Change.