I came across an article over the weekend titled ‘the secret to employee engagement’, in reality, of course, employee engagement cannot be solved with 1 500 word article, breaking down 6 points as the ‘secrets’. It does, however, provide a good start. A start that I wanted to expand on today.
As a leader, it is your responsibility to get to know your team members, on a personal level. In fact, I’d go as far as saying it should be written in your job description!
Why? Well as well as helping them feel like team members and not just working assets, it will help you understand what makes them tick. Understanding what makes them tick will, of course, allow you to get the most out of them when it comes to work. Productive team.. Happy balance sheet.
My challenge for my network is to take time, maybe over lunch, or a coffee, implement the ‘no work talk’ rule and get on a personal level with your team members.
The second point I wish to touch upon is recognition. This is certainly a topic that could have an article dedicated to it so I won’t go into too much detail as I think I may pick up on this another week.
Balance with giving your team members recognition is key, too much and you dilute the message, too little and you risk not showing your team their work is appreciated. Creating opportunities for it is a great method, slotting a small amount of time for informal positive feedback (by informal I mean it can be as simple as a quick mention in the weekly team meeting).
Employee engagement is something which can make a huge difference to your business; get it right and the benefits are endless.
Remember, the challenge this week is to put an effort into taking the time to get to know your team members on a personal level.