9 Easy Ways to Master Employee Engagement

Managers are busy…managing things. Assuming you’re a manager, after you’ve finished all of your own tasks and workload (if that’s possible), you probably don’t have much time left. By focusing on “engagement drivers” you can lead and inspire your employees to become a motivated and engaged team with very little time investment on your part.

According to Preparing For: Nine Minutes on Monday, Skills for Mastering the Art of Employee Engagement, a training facilitated by Mary Jane Umberger and inspired by James Robbins’ book Nine Minutes on Monday, there are nine ways employee needs can be met in order to fully engage employees in their jobs. These engagement drivers help create empowered, effective, dedicated employees.

  1. Care: Employees want to be treated as more than a number. In larger companies this can be as simple as knowing each employee on a first name basis and a little about their family.
  2. Mastery: Employees need clear goals and consistent feedback in order to be challenged and feel a sense of achievement in their job. This could be something as informal as a quick check-in once a week or a more formal documented meeting.
  3. Recognition: An employee feels valued when his/her achievements and work are recognized. Recognition is proven to be one of the best methods of improving work motivation. An easy way to implement this is a bulletin board in the employee break room where achievements are posted on a regular basis.
  4. Purpose: Employees want to know that they are making a difference, both in the company and for the clients they are serving. Ask employees to write down their job inspiration and post the answers as a reminder. Help them understand how the work they’re doing impacts other people’s lives.
  5. Autonomy: Giving employees freedom to make choices when possible, and seeking their input and ideas gives a sense of responsibility. Having an open door policy for suggestions is an easy way to make employees feel heard and take ownership of their work. An employee is much more likely to work hard on an idea they helped develop.
  6. Grow: Encourage personal development through clarifying an area of growth and providing the employee with coaching and feedback. This can be a way to help an employee learn a new work-specific skill or improve upon their soft skill set.
  7. Connect: Everyone values good relationships both in and out of the workplace. Connecting to employees with positive behaviors helps increase “stickiness” to the company. This can be done by promoting engagement and teamwork.
  8. Play: Allowing space for fun activities fosters team spirit and morale. It also decreases negativity and stress. Examples of this could be a monthly potluck lunch, an after work sports team, or a holiday cookie exchange.
  9. Model: It is important for employees to see positive behaviors modeled by their leaders. Management sets the tone for the workday and company. Positivity in management gives employees a sense of security and inspiration. In other words, leaders should always come to work with a smile on their face.

Each of these engagement drivers is a quick, simple way to recognize employees. According to Nine Minutes on Monday, one minute of recognition equals 100 minutes of initiative. In other words, taking one minute to tell an employee they are doing something well will in turn make that employee more productive for 100 minutes. That is a great return on time investment.

How do you engage your employees? Start a conversation with us on Facebook!

For more information visit http://jamesrobbins.com/nine-minutes.

A special thanks to Mary Jane Umberger for facilitating this wonderful event. SVAM was proud to be one of the sponsors.

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