Published on Published onApril 25, 2017
I have been blessed these past couple of years to have the opportunity to interact with amazing thought leaders. These people come from all walks of life. A few of these I thank for pushing me to keep blogging. I promise I will do this more often. A professor friend of mine has helped me frame my thinking when it comes to branding and personalizing my style. Those of us in the business world want to move quick, she wants to research and debate everything. She reminds me of how fast transformation is happening. Another, a CEO of the largest HR organization in the Northeast, encouraged me to continue sharing my perspective on leadership and assured me that my voice was important. She respects me so much that I am speaking to a group of Danish leaders in November, here in Boston. What an amazing opportunity - I thank her for it. I have also been working with an amazing thought leader who has moved into the start up business in healthcare. She is transformational in her own right and I learn from every interaction with her. Then, there are those I interact with daily, who push my thinking and help me stay focused on the reason we are blessed to do what we do. I admit, it's my calling to impact the world through my leadership.
With that said, this article is an easy way for all those who touch people to remember how SIMPLE this can be. The funny part of this whole thing is my professor friend even backed up my thoughts with research....
Simple ways of engaging with people can not only help your organization's productivity, but is also the key to long term happiness for everyone. Knowing your associates are telling friends that your organization is a great place to work is a true measure of engagement.
Outcomes of Engagement: Research shows that engagement is positively related to important outcomes such as job satisfaction, affective commitment, discretionary behaviors, working safely, service climate, self-, coworker-, and supervisor-rated performance and negatively related to outcomes such as turnover intentions (Halbesleben & Wheeler, 2008; Nahrgang, Morgeson, & Hofmann, 2010; Rich, LePine, & Crawford, 2010; Salanova, Agut, & Peiro, 2005; Schaufeli & Bakker, 2004).
Spending time listening to and communicating with the team and associates on a regular basis. Great time to learn and connect
Results illustrate that perceived organizational support and supportive environments are positively related to engagement (Nahrgang, Morgeson, & Hofmann, 2010; Rich, LePine, & Crawford, 2010).
Involving associates in decisions (to tap their talents and potential, make them feel empowered, let them know their contributions are valued, and help them buy into the decisions).
Knowledge and autonomy also display positive relationships with engagement (Nahrgang, Morgeson, & Hofmann, 2010; Salanova, Agut, & Peiro, 2005).
Motivating associate with timely and constructive feedback. If everything is positive, how do we grow?
Feedback about performance is positively related to engagement (Schaufeli & Bakker, 2004).
Praising associates to make them feel valued and supported. We all need to feel valued.
Learning new skills to ensure personal growth, development, and broader set of skills for you and the organization.
Engaging associates improves organizational performance and associates' well-being.