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Re Assign Team
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The supreme quality for leadership is unquestionably integrity. Without it, no real success is possible, no matter whether it is
on a section gang, a football field, in an army, or in an office.
Dwight D. Eisenhower
Fortunately you can re engage members ofFortunately, you can re‐engage members of your team and build back their pride and commitment But you'll need to make acommitment. But you ll need to make a
continuous effort and a strong investment in positive human capital managementpositive human capital management
techniques.
The first step is to understand what an engaged team member looks like:
Engaged people go above and beyond their job descriptions to get things done.
They're committed to the organization's success, and they're willing to do what's
necessary to reach goals.
It's important to understand that while many "average" employees are not quite fully
engaged, that doesn't necessarily mean that they're completely disengaged.
However, these average employees need re‐engagement as well.
To reach a level of full engagement, you must build a people‐focused workplace ‐ one that recognizes that your people genuinely are
your most important resource.
Re‐Assigning Team worker
Re‐Assigning Team worker
To achieve this, you need to meet people's expectations and provide a great work environment. There are several key management practices that are fundamental to this process.
Re‐Assigning Team worker
By providing these workplace conditions and continuously reinforcing their practice
throughout the company, you can re‐engage people who have fallen out of step with your
purpose and vision.
Triangular Model
Fact Finding
Hygiene Factors
Establishing an
Environment for
Motivators
Engagement
Fact‐finding
Ask yourself when you ever felt unenthused and unengaged.
Fact‐finding
This is a good place to start your re‐engagement process.
Fact‐finding
Ask yourself when you ever felt unenthused and unengaged.
Fact‐finding
When you understand the sorts of things that caused you to disconnect with your company in the past, you may gain some
insight into what members of your team are feeling right now.
Fact‐finding
Talk to your people about their expectations and issues.
Fact‐finding
Having clear expectations is a fundamental factor in re‐engaging people.
Fact‐finding
If people feel that they've been treated unfairly or have not been provided with the employment conditions they expected, you
need to know.
Fact‐finding
Once discrepancies are found, work toward a resolution as soon as possible. This lets
people know that you care and you take their needs seriously.
Fact‐finding
Schedule regular "one‐on‐ones" with members of your team.
Fact‐finding
Talk with individual team members about what they believe is expected of them, and then clarify and make modifications as
necessary.
Fact‐finding
Talk with individual team members about what they believe is expected of them, and then clarify and make modifications as
necessary.
Fact‐finding
When you keep communication open, you can often avoid potential conflicts and
misunderstandings that can grow worse and lead to major problems.
Fact‐finding
Survey employee engagement on a regular basis.
Fact‐finding
With any kind of change process, it's usually a good idea to regularly ask your people questions related to their dedication and
commitment to the company.
Fact‐finding
Use the issues you've identified as a starting point, and construct a questionnaire to
discover what you're doing well and where there's room for improvement. Use the
results to begin a re‐engagement plan that will help you build a stronger and more
devoted workforce.
Establishing an Environment for Engagement
Be honest and forthright about your own role in people's disengagement.
Establishing an Environment for Engagement
A little humility goes a long way toward re‐engaging someone.
Establishing an Environment for Engagement
By demonstrating your commitment to your people, they will likely respond with a renewed
commitment to you and the businesscommitment to you and the business.
Establishing an Environment for Engagement
Practice participative management.
Establishing an Environment for Engagement
People usually want to participate and be involved.
Establishing an Environment for Engagement
They want and need to feel that they matter and that their contributions are valued.
Establishing an Environment for Engagement
To engage them, provide lots of opportunities for them to be involved with decisions.
Establishing an Environment for Engagement
It's also important that people feel able to voice their ideas and raise issues ‐ without judgment or
fear of punishmentfear of punishment.
Establishing an Environment for Engagement
To re‐engage people, help them feel confident that you'll welcome their contributions and that you'll
really listen to what they sayreally listen to what they say.
Establishing an Environment for Engagement
Be a model for commitment to the organization.
Establishing an Environment for Engagement
When employees believe their boss and senior management are committed to the company, that can provide proof that the company is indeedcan provide proof that the company is indeed
worth committing to.
Establishing an Environment for Engagement
If you have doubts or express negativity toward the business, you can't expect members of your team to be totally dedicated and engaged They take theirto be totally dedicated and engaged. They take their cues from you, and they'll react to your opinions
and actions. a d act o s.
Hygiene Factors
Identify and manage stress and burnout.
Hygiene Factors
Overworked employees can have a difficult time engaging.
Hygiene Factors
They simply have too many competing needs, the greatest of which is their own survival.
Hygiene Factors
If you want engaged people, develop a genuine concern for their health and welfare.
Hygiene Factors
Put people in the right jobs.
Hygiene Factors
As you get to know members of your team through regular contact and feedback, think about ways to capitalize on their unique strengths and talentscapitalize on their unique strengths and talents.
Hygiene Factors
Work with members of your team to meet your company's needs.
Hygiene Factors
Provide fair and regular feedback.
Hygiene Factors
Most people respond incredibly well to praise and recognition.
Hygiene Factors
For effective employee engagement, this can be difficult if you restrict yourself to a formal program
or yearly performance appraisalsor yearly performance appraisals.
Hygiene Factors
Make a conscious effort to observe when people are doing things right, and show them every day
that they're appreciatedthat they re appreciated.
Hygiene Factors
For more on hygiene factors and motivators see Herzberg's Two‐Factor Theory.
Motivators
Provide growth opportunities.
Motivators
A big factor in employee engagement is building long‐term commitment.
Motivators
This is important because it retains knowledge within the company and reduces turnover.
Motivators
Provide incentive for people to stay long term by discovering their talents and figuring out ways to
use those talents within the organizationuse those talents within the organization.
Motivators
This can be a powerful method of re‐engagement. However, be careful that you don't try to re‐engage
someone by promising too muchsomeone by promising too much.
Motivators
Be genuine in your offers ‐ otherwise, you can do much more damage to your reputation and to the
person's welfare in the long runperson s welfare in the long run.
Motivators
Help people understand the big picture.
Motivators
Too often, people don't understand what's going on in the organization outside of the small world
around their own jobsaround their own jobs.
Motivators
When that happens, it's easy for them to become disconnected and disillusioned.
Motivators
Make sure that members of your team know the company's vision and strategy.
Motivators
They need to recognize the roles they play in the organization's success.
Motivators
Align personal and organizational goals.
Motivators
A key part of engaging people is ensuring that the company's success matters to them.
SummaryEmployee engagement is a critical factor in a company's success. When you have people who are committed to your business they'll stay with you long term and they'll workbusiness, they ll stay with you long term and they ll work very hard to make the organization a success. It's extremely important, therefore, that you actively re‐engage people h di d i h h d h kwho are disconnected with the company and that you work
to build and maintain an engaged team. The keys to employee engagement are great management practices, including strong teams and a firm sense that what your people do on a daily basis matters to their boss and to the business as a wholebusiness as a whole.
