You’re Still Not Engaged?

Working in an environment where employees aren’t motivated to perform isn’t fun. Managers and supervisors beware! Don’t be so quick to point the finger.  Have you ever thought that an employee isn’t engaged because of you? We often times get caught up in our duties that we don’t evaluate ourselves and how we might contribute to disengagement. According to Gallup, 51% of managers are not engaged and 70% of workers are disengaged. Let’s look inward for a moment to acknowledge a few scenarios that could be happening. If you recognize any of the following, you may want to make some adjustments.

Do you…

• Micromanage?
• Fail to acknowledge the accomplishments of employees?
• Ignore employee ideas?
• Control every project without trusting employees to complete it independently?
• Expect employees to read your mind?

If any of these apply, you must make changes. Employees want to know that you trust them and that their efforts are considered and appreciated. Once you have taken care of management’s missteps and short comings, the next task is addressing your employees. You have to make sure your employees are getting the best experience you can provide at the workplace. Everyone must be recognized for achievements that contribute to the team work environment.

The following are some warning signs every member of management should look for in employees.

• Numerous extended breaks or absents
• Lack of initiative
• Irresponsible
• No desire to grow professionally
• Avoids staff gatherings
• Prefers to work alone
• Not willing to assist team members
• No passion
• Makes excuses
• Inattentiveness

To combat these behaviors try some of the following suggestions:

1. Provide management and leadership training to supervisors and managers at all levels.
2. Address low performers and manage the situation until it is resolved.
3. Delegate and schedule checkpoints with employees to mark progress along the way. Ensure you are clear on your expectations and desired results.
4. Address the concerns and suggestions staff may have provided previously that you may have been too busy to consider or thought were not that urgent.
5. Consider a staff retreat with activities to address workplace challenges and improve morale.
6. Offer professional development and training to your staff. Invest in them.
7. Learn the different communications styles of your employees. This may take some time, depending on how large your staff is, but it will be worth it.
8. Appreciate your staff. A simple “thank you” can go a long way. Rewards aren’t always monetary.

A trained, equipped, and engaged manager is a successful manager.  The more employees become motivated and excited about the work they are doing, the better the workplace becomes, and you will have better bottom line results.