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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I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

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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.

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In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

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I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

Laurie Torres
Chief People Officer

LSA’s customized Effective Presentation Skills program has helped me elevate my presentation skills to the next level. I now have a much greater self-awareness of my presentation skills and can leverage off of my strengths while working to improve upon other areas. I would definitely recommend this solution to anyone for whom business presentations are an integral part of their job.

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Workforce Planning Bureau

PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.

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On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

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Roche

We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

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