In a previous post we referenced the concept of “engaging a workforce around the work,” because while employee engagement is a necessary ingredient for high performance, it is not, by itself, enough.
An effective way of going beyond engagement involves an approach that combines engagement and continuous improvement efforts, and that also involves regular measurement (see related post on linking engagement, improvement and performance).
Since people tend to link measurement with surveys, it’s worth noting that when it comes to surveys there is a marked difference between what we say and what we do.
In other words, “actions speak louder than words.”
So hands-on leadership will involve regular interaction with the team…possibly Yogi Berra summed-up this point best when saying, “You can observe a lot by just watching!”
Therefore, if you want to get some insights into how engaged your team members are, you might track and evaluate the following indicators:
- Level of absenteeism
- Staff turnover
- Participation in meetings
- Projects getting completed on time
- Team members coming up with new ideas
- Team hitting targets
Here’s a “top 10” list from an article published on LinkedIn by Adrian Swinscoe, author and business leader, on how to achieve employee enagement:
- Link to High performance–engagement does not equal employment satisfaction
- It Starts at the top
- Engage front line leaders
- Communicate, communicate, communicate
- Individualize engagement
- Create a supportive, motivational culture where employees can excel
- Create feedback mechanisms—employees may not be motivated by money, but they are incredibly motivated by achievement
- Reinforce and reward the right behavior (and consequences for wrong behavior). Money is not an engagement driver, but not enough money or money not awarded fairly is a disengagement driver
- Track and communicate progress…
- Hire and promote the right traits for your culture. People are hired for aptitude, but fired for attitude