This time of the year can be hectic, no doubt, but its important to take time to reflect and set personal and professional goals for the coming year. Don’t just focus on monetary or gains or career progression—both are great but establishing a personal mission statement to help keep you focused is extremely helpful.
If you as an employee don't like the level of engagement within your organization, go out and make some of your own! You may find your boss responds pretty positively to such initiative, and would welcome the chance to work with you to guide it in productive directions. You may find fellow employees following your lead, too.
Great leaders are highly adaptable to circumstances, and to people. You get more productivity from people who feel valued, and one fundamental approach leaders use to engage employees is to adapt their own behavior employee-by-employee to put people at ease and allow them to focus on the tasks at hand.
Kick off your February with the right leadership mindset. Think about how you will embed "communication that counts," the "pursuit of truth" and building "unshakable trust" in your own daily habits, and in the mindsets of your team members. Employee engagement is a daily task for transformational leaders. You build a wall one brick at a time; you build engagement one moment at a time. Commit to wasting fewer moments this month!
Why should intra-company social networks be considered a strategic issue? Because there is productivity to be gained! The McKinsey Global Institute last year estimated that “$900 billion to $1.3 trillion in annual value could be unlocked in just four sectors by products and services that enable social interactions in the digital realm.” There are billions of dollars in productivity to be gained simply by using all the tools available to foster collaboration and creativity.
Employee engagement is a two-way street, which puts the onus on all involved parties to work harder to engage (however defined for your organization.) That means the challenge of fostering better engagement lies within YOU, wherever you sit withing the organization. If you have cynical mindsets that close you off from your boss' engagement efforts, nothing will improve. You have to open your mind to accepting what your role can be in helping the process along. The first step is recognizing those negative mindsets, and eliminating them!
Employees seek meaningful relationships with their managers. By this we do not mean becoming pals. That could happen, but isn’t necessary: Employees value a great working relationship built on trust and transparency of communication. Plus recognition of work well done, of course!
And the methods for building great engagement are no mystery. Success relies on the consistent and sustained application of those methods.
A TEDx talk by Drew Dudley a few years ago still reminds us that true leadership is a minute-by-minute, day-to-day mission that is achieved by making each interaction with every person count for something. It is not the grand gesture or the home-run moment, but the build-up to those moments, and the relationships that keep going on productively after that grand moment.
Goal alignment seems like an obvious business success factor. Why, then, do so many departments within organizations (notably HR) struggle to achieve that alignment? It boils down to a lack of communication, and often it is because the department does not lobby to get a seat at the decision-making table.