Recap of Leader Quick Tip: Traditional employee engagement strategies are flawed
Let’s say (just for the sake of understanding the big flaw) that you’re not truly engaged—that is, YOU aren’t truly committed physically, emotionally, and intellectually to your work.
Now, how many things have to change for you to get “true engagement?” Exactly what would have to change? Hmmm . . .
And suppose the execs above you announce an employee engagement initiative. They’ve picked out 10 to 15 things to address to get the workforce truly engaged—a magic generic formula.
How many of the 10 to 15 would you guess are on the list YOU made?
And what’s the likelihood you’ll ever get the 10 to 15 anyway, given the way things usually are implemented due to blasé attitudes and lack of accountability?
How does this make you feel?
You are a leader. So if you feel this way, how must those below you feel?
So what is a leader to do?
Look at the strategy. It’s all based on the false assumption that everybody is the same, that everybody will be more engaged if someone does the same 10 to 15 things for (or to) them.
Well it just isn’t so. The reality is that you’re not like the guy in the office or cubicle next to you. You’re not like your boss. You’re not like the people on your team.
Sure there may be some sameness, but the truth is— everybody is different.
The workforce will never be truly engaged until leaders recognize and manage to these differences.
Martha Forlines and Thad Green are leadership consultants with BSI, an Atlanta leadership consulting firm. We offer leadership solutions for increasing employee engagement and performance. Contact Us
Tags: employee engagement, employee performance, Executive Leadership, leadership, performance
It’s true that there isn’t a “one-size-fits-all” engagement system. The best way to do it is to figure what exactly does motivate your employee base and cater to their different needs. Communication is one of the biggest factors in engagement – hands down