How much and how well a leader (manager) illustrates her own engagement to the employees determines how much and how well they will engage in return.
For tips to increase your engagement, check this.
Here’s an important point: the ways you engage may be clear to you, but that doesn’t mean others readily perceive them. A little publicizing can go a long way.
I suggest you discuss and demonstrate your personal attention to your engagement. If others know you are conscious of keeping your engagement level high, they will more readily witness your engagement. Behavior that they see, they will make example of and proudly imitate. Your engagement generates theirs.
Consider:
1. Informally and frequently ask employees if they see ways you engage in your work. You can have them elaborate by inviting their feedback on the engagement activities they see. Certainly, if they indicate they don’t notice much engagement, you want to ask their suggestions.
2. Share your goal(s) for personally improving your own engagement. Let employees know you want their input and hope they will help you be accountable to your goal.
3. Express your “feel good” following a specific engagement experience. This will be seen more as your sharing positive experience than simply bragging. It calls attention to engagement. It calls attention to your engagement. It calls attention to the positive practice of sharing what has good impact in your workplace.
Keep in mind that employees look to their leaders as behavior models. How their supervisors, managers, leaders engage is the way employees will most likely engage.
For tips to increase your engagement, check this.
Tags: Employee Engagement, Leadership, Management, motivation
