Leadership as a pillar of Employee Engagement

June 5, 2015 11:34 am Published by

‘People don’t leave companies, they leave bosses.’

Employees are desperate to have meaningful relationships with their managers. The appraisal from a direct manager has been compared to giving an employee stock options as means of motivating employees? The single greatest predictor of employee engagement, and whether those employees will continue working at your company, is their relationships with their managers. When it comes to engagement, good management is critical.

Here are some leadership activities that encourage genuine employee engagement

  • Be open about your expectations, successes, and failures

Employees are more engaged in a company when they trust the relationship they have with the company. It does not have to be an in-depth conversation on each topic, just a general touch up where everyone understands where the company stands and how their role influences the company’s performance.

  • Encourage dissent

By doing this you are encouraging employees to voice their concerns. As the manager, you should genuinely listen and consider their views. As a leader, if you are not willing to effectively listen, you will have a hard time getting your teams to align and deliver the performance your company needs to meet its goals.

  • Share the profit, share the pain

In the times when days are good, be generous. Employee bonuses should reflect the company’s profits and losses. This will help your teams understand that their efforts, compensation, and profits are directly linked to corporate success.

  • Give people the flexibility to wear multiple hats

When a leader trusts employees to set their own career path, they are more likely to meet and exceed their performance goals. It’s not easy for many professionals to predict where their career will grow to but it is possible to guide them in the right direction based on the skills they possess.

 To find out more on Employee engagement or to watch PDT on Morning Live click here.

 Remember: Stronger soft skills develop better future leaders, and deeper professional skills make people more valuable as employees.

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