August 20, 2009

Tuesday I said I’d share the wealth among business executives, leaders and managers concerning responsibilities and opportunities to create greater numbers, greater quality of engage employees.

Today, let’s look at managers. I have posted more than 50 times about the manager’s ability to generate engagement among his employees. I’m not taking a step back with today’s 5 keys; I’m just offering a somewhat high-level refresher. Reminders never hurt, especially as busy as we all are.

So, here are 5 ways a manager actualizes the business of engagement

Continually defining ‘employee engagement’.
We specialists offer a wide variety of slightly different definitions, but the specific definition a manager works with is all that matters. It’s important that the manager have a distinct, explicit definition of what engagement is, looks like, and creates.

Communicating with employees regularly, frequently.
Communication is how the manager is critical to employee engagement. Managers must talk to employees constantly in ways, on topics, and for reasons that promote engagement.This communication should be in all forms and formats: informal chat, formal presentations, e-mail, slogans…

Creating, sponsoring opportunities for engagement.
Employees require situations that allow them to engage and experience what engagement is, in all its forms. In addition to the basic job an employee has, managers can provide opportunities that stimulate employees to become engaged. In-house trade shows, job-share discussions, seminars to explore new processes and procedures are just examples.

Measuring levels of engagement, then putting the measurements to use.
A number of surveys now claim to measure levels of engagement, non-engagement and disengagement. First, managers must be certain the tools they use actually point to employee engagement. (Engagement and satisfaction are not synonymous.) Second, measurements are only as valuable as they are applied. Communicating survey results and using the results to define improvement actions is up to the manager.

Consciously, specifically attending her own engagement.
Employees watch their managers and supervisors for behaviors and attitudes acceptable to the jobs and to the business. If the manager wishes her employees to engage in their work, their career, and their company, the manager has to demonstrate that engagement herself.

Tags: Employee Engagement, Management