Increase Employee Engagement
One of the top priorities for leaders is employee engagement. For several years, I have seen countless books and executives looking at every possible method for increasing engagement.
Bob Nelson says that it’s time to move beyond measuring it. “It’s now time to focus the behaviors that truly impact employee engagement, and not just the scores that measure it.”
In his book, 1,001 Ways to Engage Employees: Help People Do Better What They Do Best, Dr. Bob Nelson provides the methods for increasing engagement. I recently spoke with him about his new book.
“If you have a good boss, you have a good job. That’s true the world around.” –Dr. Bob Nelson
Simple Things to Do Today
Share some surprising gems from the 1,001 ideas in the book.
Probably the biggest surprise for me has been the fact that the greatest motivators for today’s employees don’t require a big budget to implement, but are relatively simple, behavioral things any manager can do with their immediate team. Thanking employees for doing good work, asking for their input and ideas, providing them autonomy and authority to get their work done, involving them in decisions that affect them, two-way communication, and using mistakes as learning opportunities for them to improve are some of the key take-aways.
“Most managers ignore or underestimate the power of praise.” -Roger Flax
Which ones have gotten more enthusiastic feedback than you expected?
The book is still new, but readers in general love the real-life examples and pithy, fun quotes—both of which support the topics discussed. Hearing a great example makes readers immediately ask, “Why couldn’t we do that in our work group?” In this way, the book becomes a motivator of change: to try something new that may very well get you a better result. That’s my ultimate goal: to help people better manage their employees so they feel more valued for what they do and are more successful as a result.
And which ones might be most useful when the organization needs to bounce back from a bad shock?
Communication is critical in working with others, and you have to do more of that in tough times and times of change. Managers’ tendencies, however, are to withdraw during tough times, so you have to fight that tendency and force yourself to be out there, speaking with employees, answering questions and helping them do a better job. Likewise, for employee recognition. So many managers have an unstated assumption that they expect employees to always do good work, so they don’t have to thank them for it when they do. To the contrary, you need to proactively catch people doing good work in order to get them to more easily continue to do so. No one likes to work for a manager that only finds their faults and mistakes…
What do most managers get wrong when they think of engagement?