We talk a lot about how to engage employees, and often this is all you can find; tips on how to.
Here at Engauge we think it’s just as important to look at what not to do, so you have a really clear picture of what needs to, or doesn’t need to, be going on in your organisation.
The what not to do’s here are things that we know dis-engage staff faster than you can make a mug cake. Once employees become dis-engaged, you have to work a lot harder to turn them into engaged employees again and whilst they are dis-engaged they are toxic for your organisation – and are causing damage at a frightening rate.
So without further ado, here are our ‘what not to do’s’ followed by tips on what you should be doing:
- Never telling employee’s what is going on in your organisation. If you want them to be engaged and care about your organisation they need to know and understand what it is all about.
[Tip: Keep them up to date on company news.]
- Never listening to your employees ideas and suggestions. They are often those closest to an issue and they can offer valuable ideas, remember no one likes to be ignored – it hurts and makes you sad!
[Tip: Ensure you listen to what they have to say, talk through ideas with them.]
- Always taking and never giving in return – an example: if you are always asking them to stay an extra half an hour for that rush order but whenever they ask to leave a little early/come in a little later you always say “no”. They aren’t going to want to stay on late next time you ask. Remember, it’s give and take.
[Tip: Remember to look for ways to give and take. Explain if it's not possible at that time and plan for when it will be.]
- Poor Line management – If your manager doesn’t seem to care, has no time for you, only seems to shout at you, you quickly turn off. Your employee’s are no different.
[Tip: Ensure your managers are equipped to manage employees well and understand the importance of good management.]
- No opportunity or support for personal development – this doesn’t mean you have to have an enormous training budget, as our recent post showed, but being able to talk to your organisation about where you want your personal development to go and your long term aspirations, makes you feel as if they care.
[Tip: Look for ways in which you can support all employees with their personal development goals.]
- Being untruthful. We think this one speaks for itself. The bottom line is, if you lie to them once they won’t trust you not to do it again.
[Tip: Ensure that you are honest with staff, it is better not to say something than to lie about it. If the plan isn't completely formulated, then tell them this, at least they will expect things to change.]
- Never recognising their achievements and successes. Congratulations, celebrations and thank you’s go a long way towards engaging employees
[Tip: Remember to say thank you, well done, congratulations, let's celebrate! You may be thinking it, but you need to say it too.]
If you found this post useful, please feel free to share it with a friend. You could also subscribe to the RSS feed for this blog, or sign up to receive our blog by email.
Photo credit: Elephant wearing striped pants
Article by Hayley Oats
If you liked this post why not subscribe to the 'Consultants' feed via RSS, email or follow us on Twitter.