8 Rules of Employee Engagement

Moses holds a tablet to show the Rules of Employee Engagement

Rules of Employee Engagement Matter
If you are a team leader, a major part of your leadership role is to know the rules of employee engagement and to maintain high levels of team engagement. Engagement helps keep your team dedicated, committed and on track.

Eight Rules of Employee Engagement
Though the following “Rules of Engagement” may seem like common sense, many bosses fail to follow them…to their peril. When employees are disengaged, they are 40% less productive than their engaged counterparts. Which side of that statistic do you want your team on?

1.  Show You Truly Care
A fast way to destroy a relationship is to ignore or neglect the needs of your coworkers. Everyone wants to feel valued…employees included. It doesn’t take much.

Send a personal note if an employee has lost a loved one or is sick; ask about the tournament you know your employee’s daughter was competing in; find out about their recent vacation.

When you are genuinely interested in your employees’ welfare on and off the job, you will earn their loyalty.

2.  Be Fair
When you have set clear expectations of behavior and performance, it is far easier to be fair in your treatment of team members. You need to be vigilant and even-handed. You don’t want to be perceived as favoring one employee over another, disciplining inconsistently or unfairly administering work schedules.

3.  Be Respectful
Never be condescending or arrogant. From the lowest level employee to the highest, all deserve your respect. And don’t make unreasonable demands on employees’ personal time.

Occasionally, yes, you will all have to work late or on a weekend. But this should occur infrequently.

4.  Know Your Team
Meet regularly with your team…individually and as a whole. The more you get to know each other, the better you can support one another. Build the relationships by being present and spending time together.

5.  Have Their Back
Be ready to advocate for your team members…they will appreciate you for it. And, when something goes wrong, be ready to take the blame. Managers who throw a team member under the bus quickly raise suspicion that they have no loyalty and would do the same to others.

6.  Help Employees Grow
The best managers encourage their team members to learn and grow in their knowledge and skills. They empower them to do their jobs as much as possible on their own. This demonstrates your trust in their capabilities and your interest in seeing them succeed over the long-term.

7.  Reward and Recognize
Don’t forget to highlight achievement and progress. A public thank you to an employee who has put in extra effort is one way. Another is a dinner out for two for someone who worked late several nights in a row to meet a deadline. Be creative in thinking how you can salute discretionary effort.

8.  Remember the Power of Fun
Work should not always be serious. In fact, a good sense of humor and a sense of fun can bring the team together in a powerful and enjoyable way.

The Bottom Line
Employee engagement can be achieved person-by-person and team-by-team. Make sure you follow the above rules of employee engagement to keep your team performing at its peak over the long-term.

To learn how to implement the rules of employee engagement, download The Top 10 Most Powerful Ways to Boost Employee Engagement

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LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

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We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

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We have worked with LSA Global for our learning and development needs and have always had great success. They helped us recently with customized Management Workshops that we held for the second time. It was fantastic, and I would highly recommend LSA to anyone that is attempting to get immediate and impactful improvements.

Mary Johnston
HR Manager, BU Radiology Informatics

What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

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LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

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Vice President, Human Resources

Hyperion

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.

Chris Wells
Vice President, HR and IT

LSA’s approach and ability to bring the best resources to eBay has been a great asset. They really focus on helping us succeed in any way they can and are very flexible in meeting our management and talent needs.

Mike Normant
Learning & Development

ebay

Avon’s success is dependent on strong relationships among our Customers, Representatives, Associates, and outside resources we hire to help us meet our business objectives. We were very pleased with the results from working with LSA Global to design and facilitate a custom program for our events management team. LSA demonstrated responsiveness, flexibility, and an innovative approach to working with us.

Deanna Rudnitsky
Senior Manager, HR Destiny Sales Region

LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

Judith Onton
Vice President Human Resources

We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

Jennifer Remling
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AKQA

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

Kristin Westland-Kaune
Director, Team Development

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