Managers & Employee Engagement – Part I

January 30th, 2018

Employee Engagement – how do you make it more than one of today’s buzzwords? Best answer: management! This is where walking the talk comes into play.

We’ve put together 5 win/win management must-dos for cultivating A+ employee engagement among your workforce. We’ll discuss three of them today. Be sure to return next week for the rest in part II.

Say NO to Favoritism

Sure, we all enjoy certain personalities more than others. When we find an employee who’s thought train and work methodology matches is in sync with ours, it’s easy to build a work relationship and . . . admit it, to look the other direction when they mess up. We also tend to give them more work opportunities. On the other hand, the worker who, at least in your opinion, is from another planet is not so easy to praise and encourage. While this may be understandable, it’s an absolute crusher to employee engagement. So,

  • Treat every employee equally. Extend respect, kindness to everyone.
  • Recognize that people are different and embrace their diversity.
  • Uphold company rules and regulations. Never excuse in one worker any behavior that isn’t forgiven across the board.

Trust your Employees

Yes, you are a manager – which also means you are a delegator. Delegate and step back – micromanaging is not the way to prove your trust your employees. Rather,

  • Assign responsibilities and expectations.
  • Provide the proper tools and instructions.
  • Ensure that authority level matches responsibility level.
  • Stand back and let them do their work.

Be Consistent

Don’t be continually changing the priority list, rules of the game, and level of expectations. It’s confusing and frustrating to your employees.

  • Don’t let a particular behavior slide, and then suddenly “make an example” of someone who commits it.
  • Don’t be lackadaisical about reports, and then suddenly critique them with a magnifying glass.
  • Don’t move item C on the priority list up to top position without first communicating why you need to make the change and expressing a vote of confidence in your employees.
  • Don’t allow Dr. Jekyll and Mr. Hyde leadership. (It’s a great way to turn your workforce into a horror story.)

If your company is struggling with employee engagement, Gather your management team together and start brainstorming. Dig for answers among this group. Changes are in order? Are some departments more engaged than others? What are they doing differently? How can you implement their styles across your organization? Finding answers together is the first step to a fully-engaged workforce.

Start applying the above three principles and return to our blog next week for insight on open-door policies, as well as offering training and opportunities.

Meanwhile, remember Olympic Staffing understands the value of employee engagement; the connection between it and higher productivity, which of course, improves your bottom line. That’s why we work hard to match our clients with the best employees for the position. Contact us today for great matches – the kind that make employee engagement that much easier to obtain.

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