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.
