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What Engaged Employees Do Differently

https://www.gallup.com/workplace/266822/engaged-employees-differently.aspx

gallup.com

What Engaged Employees Do Differently
Managers influence the engagement of employees and can act either as a coach or boss. Help employees own their engagement. When an employee’s basic needs are met, they are more engaged.

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Behaviors of highly engaged employees

Behaviors of highly engaged employees
  1. They do not use their problems as an excuse from mistakes. They don't let the problem affect their ability to perform.
  2. They know how to take accountability for their actions.
  3. They are independent and are proactive in learning how to solve problems on their own until a collaboration is needed.
  4. They explore different methods on how they can do their best work and focus on their strengths, not their weaknesses.

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The management and highly-engaged employees

Managers create the conditions that promote the behaviors of engaged employees with the relationships they establish.

  • The bosses who individualize create a space for their employees to seek out their strengths and only ask when advice is needed.
  • The bosses who generalize will often require constant managerial intervention because they don't foster engagement-creating behavior.

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Engagement-oriented questions

Asking engagement oriented questions allows the employee to be able to think for themselves and to examine situations, analyze their own performance and generate great ideas or solutions.

This method is modeled from the Socratic Method that aids in stimulating mindful observation and critical thinking.

For example: "This report has been on your desk for a while now. Are you having trouble getting the information you need to complete it? Do you need help?"

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Working Remotely

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Common Challenges of Remote Work

Even high-performing employees can face a decline in job performance and engagement when working remotely. This can be due to:

  • Lack of face-to-face supervision, which leads to a two-way communication gap and even mistrust.
  • There is a delay in the procurement of information as remote workers aren’t able to sense the atmosphere and real-time events at the workplace, leading to a lack of ‘mutual knowledge’.
  • A sense of isolation among remote workers, leading to a feeling of less belongingness within the organization.
  • Distractions at home due to unplanned work-from-home transition, with employees balancing childcare and many other responsibilities along with work.

Improving Engagement And Productivity

A few specific, research-backed steps that can be taken to improve the engagement and productivity of remote employees:

  • Establishing Structured Daily check-ins, by establishing a daily call or touchpoint.
  • Providing several different communication technology options, using virtual communication tools like Slack, Zoom, Microsoft Teams etc., and making use of video conferencing.
  • Establishing clear rules of engagement for communicating with the coworkers or the managers, according to the levels of urgency.
  • Providing opportunities for remote social interaction by talking about non-work activities, thereby reducing the feeling of isolation among remote workers.
  • Offering encouragement and emotional support by listening to the workers, acknowledging their stress, and keeping their needs and issues in focus.

Setting employee expectations

A recent study reveals that almost half of all U.S. employees are unsure of what's expected of them.

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Employer/Employee expectations

Employee expectations to maintain:

  • Displaying a positive and respectful attitude
  • Working with honesty and integrity
  • Performing their work to a reasonable standard 

Employees expectations;

  • Proper training, support and leadership from management and access to resources
  • Timely and accurate payment of wages
  • Safe working environments
  • Explanation of responsibilities, company policies and procedures
  • Regular feedback from supervisors or managers.

Team expectations

Team expectations refer to the behaviors that occur while working together on tasks. 

  • Respect and courtesy to everyone.
  • Be accountable for your work.
  • Be reasonably flexible about task assignments.
  • Be willing to lend a helping hand.
  • Ask for help when needed.
  • Work safely together.
  • Be open to constructive feedback.
  • Be self-motivated and reliable.
  • Share ideas for improvement.
  • Be cheerful, positive and encouraging to other team members.

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Focus on Employee Wellbeing

The more stress-free and healthy an employee is, the more he will make the company great and prosperous.

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Meditation

For clarity, stability and better mental health, meditation (or mindfulness) is a universally recognized training activity.

Break from Work

Breaks and time-outs lead to better productivity, as they allow the mind to form connections and help in creativity and even relationships.