It has been widely proven that engaged employees are more productive. Every company wants productive employees, and every employee wants to feel like a meaningful part of the organization. Engaging employees creates a symbiotic relationship and satisfies both parties’ wants. Here are three essential behaviors for engaging employees. Practicing these will lead to happier people and a more productive workplace.
- Active Listening
Employees want to be heard. Demonstrating active listening means firstly asking for people’s input. In any situation, positive or negative, you will engage employees by asking for their feedback. Active listening also means you should be prepared to pay attention to what is being said and able to respond. Good listeners let others say everything they need to say before jumping to conclusions or responding prematurely. When employees feel listened to, they become engaged in the situation. Remember that everyone’s opinion counts, and every employee needs to be engaged. It may be the lowest-level employee who shares the biggest idea or whose engagement makes the largest impact on your team.
- Empowering Others
There’s a reason your company hired each and every one of your employees. Most likely, they demonstrated strengths that proved to be valuable to the team. Empowering your employees to use these strengths will engage them in their work. Empowering your employees is easier than it sounds using everyday critical thinking skills. When an opportunity arises to encourage self-improvement, take it. Be flexible with employees when you can, and encourage them to be creative. Most importantly, delegate work appropriately. All effective leaders must delegate, and passing work down to your employees in a positive way empowers them to do good work. It’s okay if they make mistakes; use those opportunities to help others improve. When the people around you are doing good work, it empowers you to do the same.
- Showing Appreciation
Every employee wants to feel important. Even small successes deserve recognition. Managers are quick to point out people’s mistakes, but true leaders are quick to point out people’s achievements. An employee doesn’t have to do something major to receive encouragement, and your acknowledgment of their good work doesn’t have to be big either. A simple email showing appreciation goes farther than you’d think. Encouragement is empowerment, and appreciating your employees’ work encourages them to keep doing good things.