Engagement

Employees aren’t often honest with each other. Most wouldn’t dare give feedback to their bosses. I know because I’ve been there and maybe, you have too. Looking back, I realize why we hold back from discussing hard truths. We dislike offending or hurting others’ feelings. We also fear “retaliation” from others, especially superiors. But there are ways of being truthful and avoiding all the problems that may arise. First, you need to change your mindset and approach. Here are some tips that can help you. 1.     Determine if being honest will be constructive Before you point out a colleague’s flaws, ask yourself – are you doing so to help the other person improve? Also, are you trying to stop a person from committing self-destructive behaviors? Many like to find fault in others to belittle them. Make sure you want to help the other person. 2.     Put it in writing Typing and re-typing is so easy on a PC / Laptop. You can review your piece several times before sending it to your colleague. Now, you would ask why not in person. Things could quickly get out of hand during a conversation. Tempers could flare up and you could say hurtful words. There’s also the issue of timing. You might catch your colleague at the wrong time. A written piece is beneficial to your recipients. At first, they might be upset. But, given time, they may realize you may have a point. Later on, if your colleague desires, you can discuss what you wrote them. 3.     Empathize What would your reaction be if you were the recipient of your letter/memo? Do you see it as an attempt to help you become better? There was a time when I didn’t particularly appreciate being told of what I was doing wrong. But, I met people who could give feedback without being offensive. Their secret is empathy. They put themselves in my shoes and knew how to communicate with me. 4.     Remember to mention the other person’s strengths Tell your colleagues what they’re doing great. Let them know that you recognize their contributions to the organization. If they’re well-liked, admired or respected, remember to mention it. 5.     Offer Solutions You only present a problem with a possible fix. Often, your colleagues will have ideas on how to solve them. But even though they have a solution, yours might be better. Lastly, remember to offer help or further discussion.

A manager believes his employees are engaged because they often ask questions during meetings. He may be correct, but maybe not. In fact, employees can become less engaged because they’re not getting the answers they’d like to hear.  Another employer thinks their employees are happy. This doesn’t mean they are engaged either. What drives engagement in an organization, then? According to a Towers Perrin report, the number one reason employees are passionate about work is that they believe their organization cares for their well-being. Before moving on, here are signs employees are engaged: They believe in the organization’s mission and goals. Engaged employees are passionate, which they show through their performance.   They can’t wait to get started. Engaged employees are enthusiastic and full of energy. People may love what they do but wouldn’t exhibit enthusiasm in a workplace if they’re not engaged. Finish jobs before leaving for the day. An engaged employee will work late just to complete a task that may not be necessarily urgent. Go beyond the call of duty. Engaged employees are not satisfied with what is required. As a result, you’ll find them exceeding expectations. Fully immersed in their work. Engaged employees may eat their meals while working and avoid unrelated activities. They also take fewer breaks and barely socialize with their colleagues during the day. Practice Increasing Staff Engagement: The above are just a few. Indeed, you might have seen other indicators. So, if you believe your employees aren’t fully engaged, here are some tips you might want to try. Provide a clear organizational mission and vision. These are not empty words you post on your office wall. They should mean something to everyone. Make sure employees understand these. One way to find out if your employees are on board with your goals is through meaningful dialogues or surveys. Often, management conducts a monologue instead of an exchange of ideas and feedback. Appoint managers or supervisors that believe in engagement. They can develop or enhance participation by their direct reports. Provide programs that improve skills. If you want your employees engaged, find ways to develop them into better individuals. For example, many companies subsidize tuition for employees who desire further training or education. Build bridges instead of walls. A way to do this is by adopting other types of leadership. For instance, become an authentic or conversational leader. You’ll find out what motivates your employees. Practice social responsibility. Consumers buy more from businesses that try to improve the lives of others. Start within as there might be employees who have needs more than others.