Engage Employees Better

For employee engagement to really work, you need it to be implemented by executives who realize and value the meaning of engagement. Leaders need to understand that this is not a new catch-phrase that is here today, gone tomorrow. Engaging employees is an ongoing process and that is the reason why leaders need to have the right vision to set in place a strategy that nurtures such engagement. Here we present some of the

Qualities of leaders that can help in building good employee relationships.

1. Authenticity

Only a leader who is himself engaged will appear credible in the eyes of the people he directs. Therefore, supervisors and executives who work with employee engagement have to themselves remain firmly committed to the values for which the organization stands.

2. Sound Judgment

In his Working Paper on Employee Engagement, Nitin Vazirani of the SIES College of Management Studies says, “The organization must work to develop and nurture engagement, which requires a two-way relationship between employer and employee.” One of the best ways to build such relationships is to retain focus on the things that really matter to the growth of the organization. For this, leaders need to have sound judgment to understand what is critical to employees and take that into consideration when making important decisions.

3. Appreciative

A leader who appreciates his people’s efforts and gives praise where it is due is able to gain their trust. To be truly appreciative, executives need to give up their individual egos and focus on working with the team to achieve the organization’s goals. As Harry Truman pointed out years ago, “It is amazing what you can accomplish when you do not care who gets the credit.”

4. Clarity in Communication

The recent Gallup International report highlights the need for communicating expectations to employees. Unless your people know what you expect of them, they cannot set about doing it. Achieving this clarity becomes easy when you make it a point to involve your employees in the process of goal-setting. Follow this up with regular feedback – tell your employees what you think about the things they have done and not done and provide direction where necessary.

5. understand our constraints

We all expect others to trust in our abilities, understand our constraints and appreciate the things we do well. However, we often find it difficult to extend the same trust, understanding and appreciation to others.The Orange Academy’s Leader as Coach program has been highly effective in helping many leaders imbibe these qualities that make a big difference to the level of employee engagement the organization achieves. To know more about how we can help, get in touch with us today.

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