What does engagement look like?

  • Emotionally attached
  • Heart
  • Soul
  • Energy
  • Excitement
  • Committed
  • Loyal

The list above is from an article I read recently on the impact of cost cuts and staff reductions and how organizations can maintain employee engagement.  This is part 3 of my series of posts.

Click here for all of part 1.

  1. “Organizational leadership is responsible for communicating the vision and keeping it in front of the employees.”
    My organization adopted a new vision last year.  It was announced with great fanfare at our annual sales meeting but since then it has drifted into the background.  Promoting and reinforcing an organization’s vision and mission does not have to induce groans or seem patronizing.  If the vision truly reflects the priorities and culture of the organization then it should be an easy “sell” and encourage employees.  The key is doing it the right way and for the right reasons.  Subtle but sustained focus can make a big impact.  Supplementing informal messages with intentional efforts to incorporate the vision into everyday activities will further infuse the organization with the message.
  2. “Good communication within the organization can be one of the most important things an organization can do to foster employee engagement.”
    I have a saying, “you can’t over-communicate what’s important.”  That sounds like an over-simplified cliche.  Yet every organization I have worked for or project I have worked on has missed this point.  When times are tough rank-and-file employees need to hear from their leaders…frequently.  And I am not talking about employee meetings, which have a place, but informally.
    Leaders need to be visible and available.  Taking an hour once a week to walk through cubicle land means a lot to the rank and file.  Simply showing genuine interest in the people who are in the trenches is meaningful and translates to commitment and trust.  Tough times means everyone has to put in extra time and work under tight timelines.  Employees who feel a connection to their leaders will be more engaged.  Work assignments that come from distant unseen leaders have the opposite effect.
  3. “Strong employee engagement is dependent on how well employees get along, interact with each other and participate in a team environment”
    I’m not saying everyone has to be friends but the nature of the interaction has to be genuine and authentic.  Some of this goes back to the frequency of the communication but it also has to do with the nature of the communication.  Focusing exclusively on action items and deadlines and never considering the other things that are going on in people’s lives is a morale killer.