Over the past 20 years, I've taught thousands of managers and supervisors how to improve their interactions, strengthen communication and build better relationships with employees. Honestly, it’s been an uphill struggle. Why?
Well, the fact is most companies aren't invested in their people. They give them a job to do, a paycheck and then they expect them to show-up at work and perform the job to the best of their ability. The late management guru Dr. Peter Drucker used to challenge his students and audiences by imploring them not to hire just the arms and legs of people, but also employ their brains and hearts because it is the heart and souls of your people that separates ordinary companies from extraordinary companies. I agree.
And, while paying people a competitive wage and providing them a safe, pleasant work environment would seem like a fair proposition, it’s not enough anymore to stay ahead of the competition. It’s also not enough to keep your employees motivated and committed to the goals of senior management; and, it’s certainly not enough to retain you best-and-brightest talent.
What’s really required of companies – assuming you want to be recognized as an industry leader or best-in-class organization – is to help your people discover their passion. You see, people who are passionate about their jobs bring an entirely different mindset to the workplace.
This level of passion and commitment on the part of employees is what leaders should be creating in the workplace. But, it’s tough because it requires leaders to get outside their comfort zone and move beyond traditional employee engagement practices. So, how do you achieve that?
Here are three steps to get you started.
1. Acceptance. Leaders need to accept the fact that an employee is only as committed to his/her jobs as the leader is committed to that employee. Once leaders accept this basic premise, a mind shift occurs and leaders change how they relate to employees. That shift requires a leader to respect the employee as a human being who is their equal despite differences in income, title, education and their upbringing. Each person has unique gifts and talents. Remember that regardless of the job, every employee has a life and interests outside the workplace.
2. Celebrate, Recognize and Reward. The best leaders embrace the Three Musketeers philosophy – “All for one and one for all!” When an employee is part of a team – and feels as though he/she plays a meaningful role on that team -- commitment follows and passions flow. When leaders challenge a team to perform, and recognize a team’s accomplishments, they are strengthening the team’s commitment to the organization. I have always believed that leaders must recognize a team, but also reward individual achievements.
3. Set the Example. Most leaders are good at setting goals and establishing expectations. But, frankly, very few leaders set the example or lead the way down unchartered paths so their teams can follow. Best-in-class organizations have inspirational leaders who are not afraid to strap on a backpack and walk the journey with their people. Remember, your people are human. They want to see the human side of their leaders as well. No one expects perfection, and no one expects the leader to have all the answers. However, your people do expect the leader to somehow find the answers and show them the way.
This is how meaningful employee engagement happens. It requires passion, involvement and a commitment on the part of leaders. When employees see these attributes in their leaders, they too will be inspired, engaged, committed and passionate about their job.
