Leading with Engagement

When employees are engaged at work, they are committed, interested, and willing to devote discretionary efforts to achieve results. Employee Engagement is not just happiness or positive morale at work, but more related to productivity, longer tenures, loyalty to the organization, and overall better work environment and performance.

Reframed Perspective of Engagement = Being really Interested, Dedicated, Immersed into something (work, organization, people).

** Anyone can start to enhance their environment of engagement with these 3 simplified action areas:

1. The example you’re setting;

2. The interactions you have with others;

3. The commitment you demonstrate for the success of others.

We must show that we are personally Interested , Dedicated , and Immersed into the work, the organization, and the people. When we demonstrate positive engagement ourself first, we can then begin to foster an engaging environment for others, and we can be better positioned to influence the level of engagement of others.

Connection with the workforce is an essential first step to start improving engagement and develop a more meaningful and lasting underlying sense of Trust. A solid foundation of trust sets the stage for more commitment and better collaboration, which will lead to improved engagement. Engagement happens one employee at a time – get to know people individually.

Setting a positive and productive example, and maintaining positive and productive interactions with others, helps people feel more comfortable working with you. These simple lines of effort are guideposts of trust based on demonstrated competence and character. Then when we demonstrate how we are really trying to help others be their best and achieve their best at work (being responsive, providing guidance and resources, highlighting their accomplishments, etc..), the basic engagement loop is connected, which benefits team members in a more compelling way, which encourages people to be more engaged.