Credible leadership is critical at maintaining employee engagement. Employees look to the company leadership for inspiration and to uphold justice and fairness in the workplace. Once the delicate relationship between the company leadership and employees are destroyed, it is very difficult to just even try establishing it again. Here are ways how leadership can help nurture employee engagement.
Leaders should communicate where they are heading.
Regular Communication also gives a hint to employees that they are not forgotten. Part of communicating is making employees understand the company’s vison and goals. It must be clearly stated why they are important and how to achieve those goals and what are the employees’ part (and importance) on that goal. This ensures that your employees efforts are not wasted because it is not in line with company visions and goals.
Leaders should know their people.
It is helpful to learn how your employees are wired, what are their aspirations, goals, and priorities. That way, you will have an idea what role is for your employees. Giving employees roles with the right degree of difficulty and challenge makes employee engagement easier.
Leaders should exude positivist and must always give affirmations.
Giving positive feedback at once can help turn good practices into habits. This can boost an employee’s confidence in going about his/her work leading him/her to be more satisfied. Constructive criticisms given in private will also communicate a sense of sincerity especially if you are honest, employees will appreciate it more and will give them a hint that leaders are genuinely concerned with them. Employees are remarkably keen at searching for improvements, they want concrete feedback and it is the responsibility of the leaders to give feedback as soon as possible. This will serve to enforce beneficial practices and correct destructive ones.
Leaders organize teams.
Organizing teams can make employees enjoy work well and an excellent means of building camaraderie. Not all employees are followers; some are also leaders and giving those hidden leaders a time to shine and show their talents will work well to give them challenge. This especially works well for high performers.
Leaders share decision making with employees.
Shared-decision making is a way to give employees ownership and a sense of importance to the company. The feeling of being a part of something bigger than oneself can hasten employee engagement.
Leaders facilitate accountability.
Accountability breeds employee engagement. Employees feel cheated if they feel that the efforts that they put are just dismissed or some lapses of their fellow employees go unpunished.
Leaders provide inspiration.
It is critical for leaders to create an environment where the employees can release their full potential. Being inspirational is one step to do that. A leader should not demand employees to listen to him/her; a leader sets up a system where people would want to listen to him/her. Leaders should make employees feel their importance in the organization or company they belong too no matter how big or small they perceive their roles.
Leaders must micro-managing and promote autonomy.
High performing engaged employees feel empowered if they have a say over how they go about their work. As such, leaders should favor guidelines instead of rules.
Leaders must be fair.
The most productive lot in the company gets frustrated when fairness in judgment of their leaders becomes questionable. This is especially true for promotions. If ever there are instances that someone of questionable demeanor and performance gets promoted. Leaders must always uphold justice and fairness in the workplace.
Leaders challenge their employees.
Top performers liked to be challenged occasionally. Giving new tasks and roles that are new for a top-performing employee will serve to stimulate them. However, it is unethical to make employees face challenges if they are not equipped to do so. As a leader, you should make sure to provide hints, tips and even training if you will decide to do so.