Join Todd Dewett for an in-depth discussion in this video Three keys to motivated and engaged teams, part of Motivating and Engaging Employees.
- Creating motivated and engaged employees requires thoughtful work, but it's within your ability and you just have to know where to begin, and that's where it can become complicated. There are many factors that influence engagement. So many, it's easy to feel a bit overwhelmed when thinking about where to start. I'd like to help you by sharing a simple three-part framework that easily categories all of the major factors that support employee engagement. They are relationships, culture, and opportunity.
The first cornerstone of employee engagement is strong relationships. Every person is a part of a handful of ongoing relationships at work every day. In high-performing organizations, most relationships are strong. Mediocre or poor relationships simply don't survive. And don't forget, the number one cause of voluntary turnover is bad boss relationships. The good news is that the opposite of this is true as well. Great boss relationships stimulate strong employee loyalty and commitment.
Engagement. A great relationship has many components. Other videos in this course will dive into several of the most important parts. To give you a quick preview, I'd like to set the tone by mentioning four of the most commonly addressed aspects of productive relationships. The first is trust. By doing what you say and acting with integrity, you build trust. This provides each party the confidence and comfort necessary to feel comfortable taking risks in the name of change and improvement.
Next is positivity. The two most important things I can share about positivity at work are, it helps the bottom line and it's available any time, for free. It's amazing how a team reacts differently and better when a leader takes the time to frame and discuss the situation from a glass half full perspective. Another huge factor is fairness. Perceptions of inequity can quickly spoil team chemistry. That's why a leader should know what drives an employee's view of fairness and how to shape and use explanations in order to make fairness as evident as possible.
Finally, consider autonomy. In short, autonomy refers to freedom at work, freedom to have a say in decisions that affect you. When adults feel they have a voice and are in control, they tend to own the work more and feel a higher sense of duty. And just like trust, positivity, and fairness, it's free. The second cornerstone of employee engagment is strong, positive work culture. There are many ways to build and support a great culture, but to get you thinking, consider these three classes.
The first is behavioral modeling. Nothing impacts culture more than what leaders actually do. Every day, they demonstrate particular values and ideals. The question is, are they the right ones? Remember, leaders do live in glass houses and should always be sure to walk the talk. Similarly, respect the need for transparency. Yes it's true that some information really does need to stay inside the leadership team, but here's a great rule.
When in doubt, share. Employees will feel more in the loop and comfortable with your decisions when the numbers and your rationale are shared openly. Finally, great cultures reward great performance. Every organization uses various forms of rewards, but high performance cultures know how to use them correctly. From the proper use of monetary rewards to the creative use of non-monetary rewards, strong cultures use rewards to effectively boost engagement.
The last cornerstone of engagement is opportunity. Your very best employees will want to know the full scope of advancement opportunities available to them. For example, they will want to know what types of training and development activities they can expect in the future. It's also likely they will desire coaching and mentoring. They will definitely want to explore career mapping so they can better understand their likely path forward in the organization. The term employee engagement is used so often these days, it's easy to wonder what exactly it's referring to.
Use the framework we just discussed and start by thinking through aspects of great relationships, work culture, and opportunity. Your employees will thank you and feel engaged.
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- Assessing employee engagement
- Providing autonomy
- Building a transparent culture
- Modeling desired behavior
- Using monetary and nonmonetary motivators
- Fostering accountability
- Developing career paths for employees<br><br>
- The PMI Registered Education Provider logo is a registered mark of the Project Management Institute, Inc.