Employee Engagement

During these challenging times, organizations of all types are focusing on ensuring that employees are able to manage the change and turmoil, and that they stay focused on contributing to the business strategy. We know from research that much of the ability to achieve these goals lies in the effectiveness of an organization’s leadership and management team, and their ability to communicate with and effectively engage the entire workforce.

The leader’s role
So what does the leader’s role in employee engagement look like? At Bridge Consulting, we have developed a model, based on research and best practices, to help educate leaders on what they need to do to effectively engage their employees. Several key areas represented in this model are outlined below.

 

Aligned business strategy and consistent focus
Like a good orchestra, an effective leadership team is “in concert” in its messages to employees. Consistent, simple and repeated messaging about the business and its top priorities helps build trust between employees and leadership because it visibly demonstrates focus and prioritization. It also aligns everyone in the organization behind common goals, thereby increasing the likelihood that they will be achieved, even under less-than-ideal circumstances.

 

Line of sight
Research shows that the greatest driver of employee effort is a clear connection between the employee’s job and the organizational strategy.¹ Leaders should ask themselves, “How does each employee on my team make a difference to our organization’s success?” and then make that connection visible to employees.

One way to do this is through the power of storytelling. Communicating facts can be a valuable method of conveying information and influencing individuals and groups, but to truly motivate and connect with people at a gut level, storytelling is a powerful tool. It also helps show the storyteller’s human side, which is another reason why storytelling is so compelling for today’s leaders.

 

Recognition and active listening
Effective leaders understand that recognizing their employees’ efforts and celebrating wins, even during difficult times, is a powerful motivator. Effective recognition does not need to be governed by an expensive program. In fact, one of the most powerful techniques leaders can use is simply saying thank you.

 

Today, two-way communication has actually become even more important, as employees want the opportunity to have honest conversations with their leaders about what’s happening externally and how it is impacting the business. To engage in conversations with their employees, leaders can host small group meetings, lunches or roundtables, hold teleconferences with small groups, conduct daily team “huddles,” or simply walk around and talk to people. The important thing is that they listen.

 

Walk the talk
The actions of all leaders have never been under so much scrutiny. Therefore, it's critical that leaders’ actions are aligned with today’s business reality. Leaders can ask themselves simple questions, such as, “Where do I eat lunch?”, “Who do I talk to in the elevators and hallways?” and “How do I respond when people approach me informally?” to help them gauge whether they're demonstrating the values they want to help create.

 

In summary, addressing these areas with your leaders will result in the worthwhile payoff of motivated employees who are focused on achieving success in your organization.

 

1. Corporate Leadership Council, Driving Employee Performance Retention Through Engagement, Communication Executive Council Research, 2005

Have your say
You might argue that the above are evergreen leadership behaviors that have been discussed for years, but how many leaders in your organization really and truly demonstrate this best practice, and set an example for the company's managers? What can internal communicators do to encourage leaders to actually follow this model?

 

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