One reader asked me a series of question regarding: How do you know your employees are engaged and motivated?
You can see by the reader’s follow-up questions that their goal for an “engaged employee” is unclear.
My first recommendation is to first clarify why are you asking this question. Are you interested in “engaged employees”? Or are you interested in “productive” employees? Employees can be very engaged, charming, attending all the social company functions — yet they are not very productive toward the business goals and mission.
Next recommendation is to lead by example. If you want your employees to be engaged, you need to be engaged. If you interact with interactive and empathic listening techniques, they will feel more open to engage. If you project non-judgmental attitudes toward a variety of concepts, ideas, philosophies, technologies, they will feel the freedom of interacting without repercussions.
1. What are some body language signals that your employees are engaged with you when you’re speaking to them? Please explain.
Are they mirroring your actions? When you lean forward in a conversation, are they leaning forward. If you body is open (for instance arms are not folded across chest), are their bodies in a similar open position. When you are comfortably looking at them when you speak, are they meeting and following your gaze?
2. What are some things they might do to show they are engaged? Please explain. (Might include asking questions, making eye contact, etc.)?
Someone that is engaged might often paraphrase what you are saying to make sure they understand exactly what you are conveying (versus peppering you with questions). The problem with asking questions is that the questions are often based on their individual agenda (which may take you off your original intent). People mistakenly think that asking a lot of questions shows that you are engaged. But sometimes it is a tool to take the topic toward a different path and away from the original goal. A string of questions actually creates questions about the questions (not about the original topic or essence of the original intent). This is why so many topics get into the rat-hole or opens a whole new can of worms.By actually paraphrasing what the speaker is saying, actually shows a genuine willingness to understand the content and intent. This allows the speaker to reflect on how the audience is interpreting the presentation and readjust if necessary.Employees that are engaged are necessarily trying to pull the employers off his track — but simply better understand the corporate mission or overall department vision.
3. What are some clues that they give over technology (like email) that they are engaged? Please explain. (Might include responding to emails quickly, but not relying totally on technology to interact with you. For instance, they don’t email things instead of picking up the phone or walking over.)
Email is not a valid method to measure engagement. Productive employees should not be responding to emails quickly. Productive employees should be scheduling their time effectively which may mean scheduling a specific block of time to read/respond to email (versus immediately responding to email). Email (like instance messaging) can be very interruptive to productivity. If you expect your employees to immediately answer every email, phone call and instant message that pops up — then your employee will have zero time to take action on any email, phone call or instant message.Once again — the employer needs to lead by example. The employer can set some parameters and communication expectations for the group. And the engaged employee will meet those guidelines and communication expectations.If the employer believes something is of higher priority and needs immediate action, the employer will travel to the employees office and/or include a priority timeline in their phone message or email. Clearly articulating timelines and response expectations is the best way to measure employee responsiveness. If you don’t give the employee a deadline, then they are never late.
4. What are some signs that you might look for in social events, like a holiday party, with your employees that show they’re engaged? (Might include just attending them versus skipping them, asking about you and others rather than talking only about themselves, etc.)
I have a problem with evaluating employee performance at non-work related holiday events. People are different. Some people enjoy large gatherings. Some people enjoy using their free time with their other family and friends. By judging employees’ engagement through they decision on how to spend their ‘free time’ — is not the best choice. I believe that using more business oriented events like : the employees requests to attend a certain technical conference, requests permission to achieve a certain certification, wants to speak at a out-of-town trade show or user conference, puts in additional off-hours time to facilitate User Forum discussions — I believe those are the types of events you might look for as signs that your employees are engaged. (and not if they go to your holiday party or not). If you are paying them to go to your party (as part of their job) — evaluating them on that plain is fine. Otherwise, allow leisure to be leisure and do not penalize them for not enjoying the same type of gatherings that you do.
5. Any other signs that you’re doing a great job and are engaging your employees?
If you continually feel enthusiastic about your work, the goals that you are setting, and the team that you are creating — chances are that your employees are very much engaged. If your work is fun and easy — chances are that your employees are having fun and engaged. if you feel that you have to continually pull teeth, push things through, cajole and plead to get things accomplished — chances are that your employees are not engaged.If you feel that you are working too hard — your employees are not properly engaged. Could be your management style — could be something else.