The CIPD have published a blog on ‘Seven reasons your employees are not committed’. Upon reading it, it’s clear that the responsibility for engaging employees belongs to an organisation’s leaders.
In my previous blog, ‘Do you listen to your employees?’ I gave some tips for leaders on how to engage their employees. But what if the leaders aren’t engaged themselves? What can be done? Here are my six tips to engage leaders:
- Make sure your leaders know and understand their role in employee engagement.
- CEOs, senior managers and HR departments should lead by example and engage the leaders.
- Make employee engagement an operational work objective, built into the performance management system for every leader, and agree measurements: How often do you have 1-1 conversations with each employee? What are the outcomes of those conversations? How has your employee improved/become more engaged? What are the results (both personal and business)?
- Monitor the leader’s performance and if they are not meeting the right standard, give them the necessary feedback. Don’t accept excuses about why they can’t do it – it is part of their job. Instead, ask them what support they need to be able to do it.
- Give your leaders the appropriate training in how to engage people and keep them engaged – leadership, motivation, coaching, employee development.
- Shout it from the rooftops! Gather evidence of the results of good engagement by good leaders and share it around the organisation – it gives a standard to aim for, shows that a little effort is worthwhile and encourages others.
If you do all of the above you are well on the way to having a good engagement culture.
Diane McMahon, Client Services Manager
In my series of blogs I’ll talk through my experiences, lessons learnt, tips for success and general musings.
Copyright © 2014 Bray Leino Learning