Do you help employees keep the thrill alive?
Peter Vajda has written a detailed and insightful post on employee engagement at Slow Leadership. The key sections include the causes of disengagement, the solutions, and how to “keep the thrill alive.” I encourage you to read the post to learn a lot more from Peter’s insight into employee engagement:
Want to keep employees engaged? Take a conscious and consistent interest in others and they’ll take an interest in you. Translation: they’ll become engaged. Show people they are valued, and have a sense of worth over and above the functions and tasks they perform. And above all, listen.
4 sample questions from the section on keeping the thrill alive are:
- What keeps the thrill alive for you? It is alive, isn’t it? If not, why not?
- Are you proactive in providing feedback and mentoring on a consistent basis, not just when HR says “it’s time” or just when it’s convenient for you?
- Does everyone hold everyone else accountable for their piece of the work as an open policy? If not, why not? Fear? Politics? Confusion?
- Do you tend to hoard information? If so, why? What would others say?