Tuesday, July 20, 2021

Employee Engagement - Part I

 As a leader it’s tempting to believe one or more of the following half-truths. Each of these half-truths relies on the assumption that the people you lead know your intentions. And in the busy life of a leader that is a very tempting assumption.

Unfortunately, they are half-truths – so you might have great intentions – your people will judge you by your actions and your engagement with them! 

Here are the first five: 

Half Truth #1: My people understand that I have a very demanding job.

From your own perspective, it may be clear that sometimes, you are too busy to spend time with your team. However, your workload might not be immediately clear to your team, and if they’re looking for more of you than they’re seeing, your team might feel undervalued.

Half Truth #2: My people know that I need them.

Team members who feel valued are more likely to stay with your company, but it can be hard for leaders to meaningfully demonstrate their importance. One way you can accomplish this is by practicing active listening by putting away your phone or laptop and making a point to be fully present.

Half Truth #3: My people know that I care about them.

The way you demonstrate care to your people may not necessarily be the way they understand care. Demonstrating care in a way that’s meaningful to each specific member of your team is a valuable skill to hone, whether that means giving constructive feedback or asking questions about weekend plans.

Half Truth #4: My people know that I appreciate their need to be autonomous. 

As a leader, it can be challenging to delegate tasks and risk a result that falls below expectations. That might mean you’re giving your team less freedom than you think. To mitigate that issue, it can be helpful to bring focused instruction to each task before granting autonomy.

Half Truth #5: My people are clear on my expectations that I have for them.

Consistently expressing your expectations promotes a higher level of engagement within your team, no matter how well your people already understand those standards. What’s more, this type of dialogue nurtures accountability, allowing you to grant your team greater autonomy.

Our goal is to help you be the best leader you can be.



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