Shift your strategies to achieve engagement

Being a manager is often a thankless job. How often have you felt like your employees expect you to be in a good mood, open for discussion at any time and you don’t talk to them enough about their goals. Who invented the “open door policy” anyway?!?!

When you’re a manager, you have to keep many people happy.Management is a thankless job! Your employees, your boss, customers, and the list continues. What is important to you as a leader will impact the way you interact with your colleagues. So what’s important to you? Here’s a good guide provided by Kevin Kruse writes in his book Employee Engagement for Everyone that identifying core characteristics of your own personality will help you be better in tune with the behaviors of your team members.

Buy the book by clicking here: Amazon.com Or you can take the online profile at the author’s website: www.kevinkruse.com.

Now, read on …

What is your personal engagement style? This isn’t a trick question. It’s about thinking who are you, what’s important to you and then using that knowledge to manage your team more effectively. The author refers to four areas of engagement styles: Communication, Growth, Recognition and Trust. Take the quiz on pages 34 and 35 of the book.

What does this mean for you? It means that if Communication is important to you, then you can incorporate communication into various part of your team. Here are some ideas:

  1. Communicate openly, often, and honestly with your team.
  2. Acknowledge that not everyone has the same preferred methods for communication. Set up regular meetings or regularly timed “team update” email messages if meeting in person or via phone is not a preferred method for everyone.
  3. Recognize that if communication is important to you it may be a trait you look for in hiring candidates onto your team. Incorporate question in your interview plan that target candidate’s preferences about communication and their behaviors toward communication with management, peers, and subordinates.

See the idea here? Identifying your own traits is an important starting point to developing stronger relationships with your team members.

I am a huge fan of the book referenced above because I think it’s a quick and easy desk reference for managers to follow and implement. You may have your own favorites – and I’d love to hear about them! Post your favorite management motivation books below and share with the other readers of my posts!

PS – There are 4 Steps to Employee Engagement. Want to know the fourth? Message me!

I hope this helped you think about ways to find your motivation and connect with your teams. For more support on this or other topics, please go to my website at www.PeopleSavvyHR.com.