As soon as I hit the "publish" icon and posted these "secrets," they were no more…secrets, that is. That is fine with me. The best thing about a secret is sharing it with someone who can benefit from knowing it, using it…and passing it on to someone else.

So, enjoy these ways to help your people get engaged in their work, its nitty gritty, and its relevance to the entire organization. Do that by working with each individual so she knows clearly what she is expected to be engaged in.

That last statement, however, lacks necessary clarity (as so many statements of expectation do). Here are components of expectations:

1. Definition and clarification of what engagement entails.
2. Expression of results desired from the engagement.
3. Assurance that manager and employee have similar perceptions of engagement.
4. Recognition that expectation is not only "top down" but that employees have expectations of their managers.

Your and your employees’ attention to each of these components enhances expectation awareness.

One question to ask, then, is how can I generate employee engagement by giving attention to these components of expectations? 

Here are 5 suggestions:

1. Create a How Am I Meeting My Own Expectations? forum. The intention is to keep expectations and awareness of expectations in the front of people’s minds. Get team members suggestions for the format and pizazz of a regular opportunity for people to share how they are meeting their self-expectations. You’ll find in time that this becomes a great opportunity for people to discuss that they are not meeting all of those expectations. That’s when the sharing or ideas and insights and resources becomes so valuable among team members. (Allow your people to help make this forum more than "just a meeting." After-work discussion groups, pizza lunches, talk-and-walk sessions…)
2. Hold Am I Meeting Your Expectations? meetings. This can be the flip side of #3 or it can be completely different in format. The purpose is for people to ask the question, Am I meeting your expectations? And, of course, to receive honest answers. The power of the question removes the threat of unwanted criticism. This becomes, in time, an outstanding trust-building resource.
3. Generate What If We Expect More? discussions. Businesses change. The economy changes. Markets and customers change. Change is the norm. And so expectations change. Often, the change in expectations is that they get bigger, higher, tougher. When such changes occur without time for preparation, they can be tough to take. By asking What if we expect more…? fairly frequently –even when there are no changes on the horizon–your organization can exhibit a more calm and comfortable readiness when changes do appear.
4. State You Meet My Expectations in different, creative ways. Close behind clarity of expectations on the "What Engages Employees" list is recognition by one’s supervisor. Couple the two and increase the engagement power of your communication with your people. Carry a notebook with you. Jot down anything, everything that crosses your mind regarding how you might–in a unique, different way–show or tell someone he is meeting your (and the job’s and the company’s) expectations. Review the notebook regularly. The more you allow yourself to jot down even the most far-fetched ideas, the more you will find ways to use some of what goes into that notebook. For 7 starter-tips…
5. Create YOUR OWN ways to bring expectations to everyone’s front-of-mind. Get rid of your inner voice’s whispered objections:

• "I don’t have time." It doesn’t have to take much time, and the more you let yourself do it the less time it will take.
• "My people (should) already know what’s expected of them." Your people probably do know what is expected of them. However, continued attention to expectations bolsters the employee’s desire to fulfill the expectations. That desire is engagement’s start point.
• "My job is to manage." Managing is developing people. People develop (themselves) as they fulfill greater and greater expectations. Developing your own ways for people to think about, talk about, laugh about, and learn about expectations…another good reason to carry that notebook.

Give one or more of these a try. Give yourself an A for your attention and initiative. Give this posting a comment!

Tags: Communication, Employee Engagement, management expectations