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Employee engagement is an area where companies are always looking to improve. To evaluate the level of employee engagement, many companies implement surveys, programs, activities and even perform analysis on generational differences. All this in an effort to uncover what motivates our employees, but do these programs really give us that information?
As managers, we may feel we have an idea of what our employees hot buttons are. Did we ask them? If so, when was the last time we asked? The employees motivation may have changed. Are we listening to our employees? Are they even talking to us?
For Starters – as the Manager, What Motivates You?
I believe that employee engagement is contagious. The more engaged you are, the more your employees will reflect your behavior. Although employees have to motivate themselves, your actions and behavior can serve as a role model to employees. On the flip side, if you are not engaged in work and complaining, those around you will tend to do the same.
Ask, Listen and Observe
Every discussion with our employees creates an opportunity to learn about them professionally and personally. Ask questions to probe deeper into the thought process the employee took and the end result. Ask how they enjoyed a project or challenge. Would they like to do that again? Have open and honest discussions. Listen to their response and ask follow up questions. Observe how they interact in meetings and with colleagues. Do they act differently?
Professional Development Discussions
Professional development discussions should happen often. They naturally occur during the performance review. process, but sometimes that is the only time. Ongoing feedback discussions need to happen regularly. A great opportunity is during one-on-one weekly meetings. Discuss challenges that have happened and ask what you could do to support them developmentally and professionally.
A Few Things to Remember:
- Be accessible and approachable.
- You may uncover that not one thing motivates the employee, it may be a mixture of several things.
- Don’t assume employees will come right out and tell you. This will depend on your relationship with the employee and may take a while.
- During these conversation, make sure the communication is not one sided.
- No subject is off the table. Don’t be afraid to talk about anything. Even if you may not be able to impact the outcome, at least you listened and cared enough to ask.
What works for you? How have you uncovered an employees hot button? Would love to hear any feedback or recommendations.
{ 2 comments… read them below or add one }
5 Minute Rule: I limit the amount of time any individual in my group can spend on a problem/roadblock/issue to 5 minutes, before asking for help. The 5 Minute Rule goes into affect at the end of 5 minutes of attempting to solve a work problem/roadblock/issue, as the 5 minutes run down, the individual working on the problem/roadblock/issue is required to take it to the next level of expertise… peer, manager, VP, etc. The 5 Minute Rule promotes education, team work, responsibility and engagement. Individuals sitting on business problems/roadblocks/issues for long periods of time without the personal expertise to totally solve the problem is rampant in organizations, wasting time, funds and frustrating employees and management. The 5 Minute Rule, engages the readily available resources for solving problems quickly. Approaching all problems/roadblocks/issues as organizational assignments, creates engagement.
Hi Bob, thank you for your comment about the 5 minute rule. I love it and think it is a great recommendation.