This is a short piece from a longer article on Employee Engagement
Employee engagement is one of those topics that will consistently remain a needed focus of managers everywhere, whatever we call it.
Even as we find the work that we are doing is increasing in complexity due to the perception of globalization, less time, and the instability in economic and political atmosphere.
Even as Innovation and transient workforces come and go…While people are working (whether contract, part or full time) they want to be engaged in the work they are doing.
And if they handle the complexity of factors thrown at them an engaged employee by default will innovate, and improve ways of doing the work.
- Competent Manager – If your manager is incompetent in their work as a manager you can still “get your work done” BUT engagement ain’t gonna happen.
- Broad goals that are established within the proper context – This is the goldilocks process for goal setting. Ensuring that you have knowledge and understanding of your goal, your managers goals and your subordinates goals – seeing how they all fit together.
- Objective measures of progress and regress – Ways to measure progress and regress in reference to the goals established. NOT on the whims or feelings of your manager.
- The necessary resources to get the job done – DUH!
- Sufficient Autonomy to do their best work – I added this only because if you cannot do your work, using your discretion and judgment within properly prescribed limits then it is not your work…and you cannot be engaged in something that is not your work.
What do you think?
michael cardus is create-learning
- The 5 Levers of Employee Engagement
- Photo Inquiry Friday: What’s Stopping You From Joining the Create-Learning Community?
- 2 Steps for Change: Understand the Situation, Develop Solutions
- Photo Inquiry Friday: How far have you gotten? What worked to get you there? What does x + 1 look like?
- NOISE Analysis, an alternative to SWOT. Strategic Planning