Employee engagement is a popular buzzword often heard in the hallowed corporate hallways, in HR meetings, and in leadership training classes. We all want it. We all work hard to get it. But what exactly is it?
Simply put, engagement is the results we get when our employees bring not only their heads and their hands to work, but also their hearts. It’s that extra effort and the all-in attitude we want from our people. The reality that many leaders can’t seem to comprehend, however, is that engagement is not something we get with a paycheque. Engagement is something that must be earned.
One of the reasons engagement is so elusive is that it has many moving parts that are interconnected. These moving parts involve things associated with both the job and the person.
When it comes to the job, we need to understand how the employee feels about their ability to get the work done. Is the job exhausting? Is there too much ambiguity? Are there conflicting priorities? Do they clearly understand their role and what is expected of them to be successful? Are they involved in decisions that affect them? Do they get effective feedback from their direct leader? Do the people on the team trust and support each other?
When it comes to the person side of the equation, there are many more pieces to factor in. Do your employees believe they have the skills to get the job done successfully? Are they optimistic and hopeful about overcoming challenges and obstacles they may face? Do they feel they have a sense of control and are they able to look at things in a positive light? Can they bounce back from failure? Are they willing to face uncertainty, and can they positively adapt to significant changes?
Also ask these questions. Does the work energize your team physically, mentally and emotionally? Do they have positive relationships with co-workers that make it fun to come to work? Do they take pride in their work? Is the work a source of inspiration and enthusiasm? Are they so engrossed in their work that concentrating is easy and time passes quickly?
We can do a lot as leaders to create an engaging environment. Begin by asking these questions and use them as a template to look for opportunities to make a positive difference. Can training opportunities close some gaps? What developmental opportunities can we provide? Where can coaching and mentoring provide other benefits?
If we truly want to maximize the value of our greatest asset – our people – then it is up to us to find ways to help people attach emotionally to their work. There is a direct benefit to the corporate bottom line, and everyone wins. Assuredly, it’s worth the effort.
