In a previous issue of Pallet Enterprise, experts shared the basics of employee engagement strategy. This article covers resources to help you determine your level of employee engagement as well as a case study on how to motivate a disengaged person.
How to Connect with the Disengaged Person
Let’s look at some basics of employee engagement through this example. Dave has always been one of your best employees. Lately, though, he no longer goes the extra mile. Clearly, he is disengaged. What can you do?
Don Phin, a management consultant in Coronado, CA (donphin.com), provided some insight. Phin suggested Dave’s supervisor invite him to a conversation.
An opening gambit may go something like this: Can I share with you a couple of things I’ve noticed? [The supervisor states specific observations.] It might just be me, but I get a sense you were more engaged and motivated last year than this.
“The trick here is to speak for oneself,” said Phin. “Notice that there was no suggestion Dave was unmotivated, but only that the supervisor observed certain behaviors.”
A follow-up question can invite Dave to share any hidden issues: Is there anything going on here that’s causing this change in behavior? Dave may reveal a personal problem such as a health issue, a divorce, or some home event he normally would not share at work.
Expressing an understanding of how the problem could unsettle things might be all the supervisor needs to say for Dave to adjust his behavior. Perhaps he did not even realize his performance had deteriorated. And management might want to give him some slack until his personal issues are resolved.
Dave, however, may respond in a different way: He may state that something in the workplace is bothering him. If so, it is important to resolve the conflict.
Quiz: Does Your Workplace Engage?
Does your workplace inspire employees to become engaged with your business mission? Find out by taking this quiz. Score 10 points for each “yes” answer. Then total your score and check your rating at the bottom of the chart.
Scale Rank — Never: 0 Seldom: 4 Often: 8 Regularly: 10
Do your managers and supervisors:
____ 1. Convey appreciation for employee contributions?
____ 2. Recognize employee achievements?
____ 3. Provide autonomy to employees?
____ 4. Encourage mastery of skills?
____ 5. Reduce bureaucracy whenever possible?
____ 6. Emphasize purpose in the company mission?
____ 7. Interact productively with charges throughout the day?
____ 8. Discuss engagement issues with charges weekly?
____ 9. Identify hidden motivators for each employee?
____ 10. Run periodic checks for Objectives and Key Results (OKRs)?
What’s your score?
80 or more: Congratulations. You have gone a long way toward building a productive workplace. Between 60 and 80: It’s time to fine tune supervisor-employee relations. Below 60: Your business is at risk. Take action on the suggestions in the accompanying story.
