“Connect the dots between individual roles and the goals of the organization. When people see that connection, they get a lot of energy out of work. They feel the importance, dignity, and meaning in their job.” –Ken Blanchard
Rusty Lindquist is the founder and CEO of Life Engineering. A few years ago, he created a model of employee engagement that enumerated 16 essentials. The following list and explanations are drawn from “16 building blocks that bolster employee engagement,” by Lauren Stead. The first eight essentials were identified in Tip #759. Here are the remaining eight essentials:
- Growth– feeling like you’re gaining mastery, progressing personally or professionally.
Everyone likes the idea that they’re getting better at what they do.
“Create caring and robust connections between every employee and their work, customers, leaders, managers, and the organization to achieve results that matter to everyone in this sentence.” –David Zinger
Rusty Lindquist is the founder and CEO of Life Engineering. A few years ago, he created a model of employee engagement that enumerated 16 essentials. The following list and explanations are drawn from “16 building blocks that bolster employee engagement,” by Lauren Stead. Here are the first eight essentials. The remaining eight essentials will be covered in Tip #760.
- Objective– knowing where you’re going and why you should care about it.
People need to know where they’re going. Otherwise, they’ll be aimless and lack motivation to keep going forward,
“It all came down to employee engagement. It all came down to recognition. It all came down to leadership, which led to every sailor feeling ownership and accountability for the results. You can ask a team to accomplish a mission, but you can’t order excellence.”–Mike Abrashoff, Commander USS Benfold (retired)
Did you know that employee engagement and employee satisfaction are two different things? An employee can be satisfied but not engaged, as well as engaged but not satisfied.
Engagement versus Satisfaction
This is a new concept for me, but it rings true. As a workaholic, I have aways been engaged with my work, often dedicated and passionate about it. But only rarely have I been satisfied … Read the rest
“Engagement may have been optional in the past, but it’s pretty much the whole game today.” Gary Hamel
I recently read about a Forrester Research report on employee engagement (or the lack thereof). It was based on round-table discussions with 40 senior managers from different companies.
The report noted that constant work and communication are two keys to maintaining employee engagement. However, the report also advised employers to “minimize the increased pressure at work.”
I assume that the basis for the recommendation for constant work is the idea that employees who are always busy either are engaged or have no time to become disengaged.
I do wonder at the type of constant work the polled managers had in mind. … Read the rest
“Management is about arranging and telling. Leadership is about nurturing and enhancing.” Tom Peters
We want employees to be engaged and effective in their jobs. Engaged employees mean better morale and increased productivity, which mean increased profitability.
We know that how, when and what managers communicate to their employees have a significant impact on employee performance.
A recent Gallup report, State of the American Manager: Analytics and Advice for Leaders, found that “engagement is highest among employees who have some form (face to face, phone or digital) of daily communication with their managers…The best managers make a concerted effort to know their employees and help them feel comfortable about talking about any subject, whether it is work related or … Read the rest