Things Employees Can Do to Improve Engagement…Employee Engagement Requires Everyone’s Commitment
If you’re serious about increasing employee engagement at your organization, you have to understand that it will require commitment and effort across the company. You will need “everyone on the ball” to succeed. You should know the top 20 things employees can do to improve engagement.
A Holistic Approach
Too many organizations try to assign the responsibility for engaging employees to Human Resources, a senior executive, a team of frontline managers or the employees themselves. The problem is that no one of these can be responsible for employee engagement…all of them must be part of the equation.
The goal of employee engagement needs to be considered in light of all the interconnections and conditions necessary for advocacy, discretionary effort and loyalty to grow and thrive. Success requires a holistic approach.
Three Contributing Roles
Engagement is built with the commitment and cooperation of the organization, leaders and employees. To achieve a healthy and engaged culture, it takes all three roles working in sync.
The Role of Employees is Mistakenly Undervalued
With all that has been written about what the organization and the leaders need to do to boost employee engagement, we think it’s time to expect employees to carry more of the weight. We know that the process of performance management, for example, is far more effective when the employees are active participants in helping create the performance standards and then fully agreeing to and buying into them.
The same is true of the engagement process. The more employees feel ownership of the process, the more they will proactively participate in it.
Twenty Things Employees Can Do to Improve Engagement
Employees have a critical part to play in the process as they begin to take ownership of and responsibility for achieving the goal. Here are some of the paths you as an employee can take to raise your level of engagement:
1. Look for new projects or assignments that use skills sets or teams that are new and different
2. Be clear about career goals and aspirations
3. Seek out the information and resources required to produce high quality work
4. Understand the company’s future plans for success and how you fit in
5. Reflect a positive attitude about work – even during tough times
6. Help co-workers when they have a heavy workload
7. Treat those around you with dignity and respect
8. Maintain a healthy work/life balance
9. Ensure goals, roles and accountabilities are clear to everyone around you
10. Recommend your company as a great place to work
11. Play to your strengths
12. Always follow up on action plans
13. Carve out time to learn and grow
14. Do not let conflict fester
15. Ask for and give frequent and constructive feedback
16. Look for ways to improve products, processes, and services
17. Think about the value of the work you do
18. Explain the reasons behind the decisions you make
19. Go the extra mile whenever you can
20. Acknowledge a job well done
The Bottom Line
Employee engagement is best achieved when the organization’s entire ecosystem is involved. Make sure your engagement initiative involves everyone…so everyone is on the same “ball.”
To learn more things employees can do to improve engagement, download The Top Employee Engagement Mistakes: Are You Aimlessly Engaging Your Employees?
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VP Human Resources
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Firmware Engineering Supervisor
LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.
Vice President, HR and IT
Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.
Frank J. Kuypers
Business Development Manager
The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.
VP of Human Resources
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VP of Human Resources
We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.
Director of Human Resources
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