Articles on: Action Planning

Roles For Maintaining High Engagement

The Managers Role:

Achieving an engaged workplace requires the talent and commitment of many people. As manager, your role is to lead by example, but it is through your team members' shared responsibility that you will achieve high levels of engagement and enhance performance. You must learn what affects each employee's engagement and then support, motivate, and energize each person to enhance his or her performance and achieve his or her goals.

Managers cannot force their team to be engaged. They should establish trust to create the right environment that will foster the conditions from which engagement can emerge and prosper.

An employee's local work environment – which his or her manager strongly influences – either energizes and nourishes the employee and fosters learning and growth or starves the employee and frustrates his or her development.

The Employee's Role:

Employees must take ownership for their own engagement. As a manager, you should use touchpoints and feedback tools to increase each employee's self-awareness and to evaluate how others perceive him or her. Employees should recognize and celebrate their peers for doing things well. Like all of us, employees have the choice to make their work environment a little better or a little worse each day. They should always be taking stock of their skills, knowledge, and talents and use this information to become better partners to others and to guide their development. They have the responsibility to build their constituency. They need to identify which relationships work well for them and then seek them out.

Employees know how they feel about each of the Q12 items and that they should share their perspectives on the team's responses to the items. These individual contributions are indispensable to understanding and acting on areas of strength and managing areas of weakness. When employees share their views on the engagement items, managers then have the best opportunity to understand employees' needs, goals, and aspirations to help guide improvement.

The Team's Role:

By definition, a team is more than a collection of individuals. The team's role in building engagement is to have a collective purpose and common set of agreed-on outcomes that they want to achieve. On a team, employees complement each other with overlapping skills and talents and apply them to achieve the team's collective goals. When a team is mutually supportive, complementary, and focused, outcomes and performance metrics are amplified.

Teams are responsible for two critical aspects of improving employee engagement: taking action and demanding accountability. Completing the Gallup Q12 survey is only the first step in using employee engagement as a key performance indicator. Once the team receives its results, the real work of sharing, assessing, and acting on the data begins. The entire team, not just the manager, owns the actions that team members identify during the State of the Team conversation, and everyone plays a part in defining what actions team will take. Once team members develop their performance goals, they should gauge progress, recalibrate as necessary, and celebrate successes. Holding each other accountable to the team goals is paramount to improving the team's engagement. Accountability also contributes to an emotional sense of belonging essential to high employee engagement.

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Updated on: 11/18/2022

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