Include face-to-face meetings
All the way to the E of C.O.R.E. of Engagement. That stands for Engagement and it means your engagement, your efforts as an Engagement Manager.
Pick A Partner
Managers determine quantity and quality of employees' engagement. One
of the first people an employee looks to as behavior model is her or
his manager/supervisor.
Managers do engage in managing employees. However, it's important that they also engage in engagement.
No, that's not a dog chasing its tail. That is a manager paying
attention to a proven way to generate employee development. It's a
manager working toward ways employees take responsibility for their own
performance and its continuous improvement.
It's a manager living and strengthening the business culture's commitment to employee engagement.
To help you keep your eye on engaging in employee engagement, partner
up with another manager. You may wish to find someone in your company
or someone from another business altogether. The purpose is to share
ideas, accountability, recognition and celebration of each of your
efforts an Engagement Managers.
Put some structure to the partnership. Here are some ideas:
- Regular
meeting times. If you opt for telephone meetings, be sure you also
include face-to-face (every 4th meeting, for example).
- Regular discussion items. Share successes and failures. Be sure you build an open Q&A element into your partnership.
- Regular
congratulations. Your efforts and attentions to a business culture
factor as significant as employee engagement deserve appreciation. And
congratulations. Find ways to recognize one another's efforts and
successes.
For more info: Drop by tomorrow. I'll give you a summary of this week's 4 C.O.R.E. of Engagement recommendations. You'll also find links to specific recommendations for enhancing your employees' engagement. See you tomorrow!
Tags: Employee Engagement, Management, performance improvement
