Many leaders have the best intentions when it comes to how they lead and engage their teams. But, employee engagement worldwide is at the lowest levels in years. Why is that? Well, it is mostly because you cannot be successful on what you intend to do, only what you actually do. And doing it half-way won’t get your there either.
Are you guilty of any of these half-truths?
1. My people understand that I have a very demanding job.
This may be true, but what they also know is that where you spend your time is an indicator of what you value most. And if it is not with them then you risk disengaging your team. Demanding job or not, make time, regular time to spend with each individual on your team.
2. My people know that I need them.
This may be true, but do you value them? Needing someone is more about you and meeting your needs. Valuing them is more about them and will lead to a highly engaged team. Not feeling valued is the #1 reason people disengage and eventually leave their jobs.
3. My people know that I care about them.
This may be true, but do you show care to them on a regular basis? Care is in the eye of the beholder. What may be received as care by one person might be an annoyance to another. If you are caring for people in the way that you feel cared for you may be missing the mark. Learn what shows care to each individual and DO THAT.
4. My people know that I appreciate their need to be autonomous.
This may be true, but do you truly allow them to be autonomous? Micro-managing your team can lead to animosity and most likely a disengaged teammate. Provide guidance and offer help, but let people do the job you hired them to do.
5. My people are clear on my expectations of them.
This may be true, but do you frequently review expectations and results with the individuals on your team? Maintaining a constant dialog of what you expect and how they are doing against those expectations is important to high engagement.
6. My people understand that I give feedback when I can.
This may be true, but not giving feedback, for whatever reason, is a sure way to lose the engagement of your team. Feedback (what you are doing well and where you need to improve) is a key factor in showing people you value them. Value me = high engagement from me!
7. My people understand that I give coaching when I can.
This may be true, but if you don’t have time to coach me and help me improve then what am I doing here? People are motivated and engaged when they are moving toward mastery. Your willingness to coach shows you value their mastery too.
8.My people understand that I make the decisions
This may be true, but when you don’t expect me to have a point of view I disengage. When you expect me to think like this is my business engages me at a much higher level. When you are always the one stepping up, I am the one that is stepping back. Stepping back = disengagement.
9. My people know they can trust me.
This may be true, but what actions are you taking to increase trust with me? How do I know I can trust you? What things do you intentionally do to increase trust with every person you lead? It only takes one thing to erode the trust between us.
10. My people know that I am here to help them.
This may be true, but are you actively looking for ways to help? Help me grow my skills. Help me grow my capabilities. Help me get promoted. Help me find my greatness. Helping me shows you value me and increases my engagement.
High engagement leadership is a leadership competency and requires intentional acts over time. If you are able to transform these half-truths to FULL TRUTHS you will find you have a fully engaged and high performing team.
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