5 ways top-tier leaders can heighten staff engagement

Empowering mid-level managers and emphasizing fairness are essential to getting your employees on track toward fulfilling your clearly articulated vision.

Workplace engagement doesn’t start with your employees.

It starts with you, the leader—with the example you set, the culture you build, the commitment you make to inspiring your team members.

Here are five ways leaders can build and boost staff engagement:

1. Align the workforce. The members of your team should be working toward the same thing, headed in the same direction—but how can they do this without knowing what you’re trying to achieve? As the leader, you must articulate a clear mission—and make plain how every project, every task and every employee contributes to it.

2. Empower your managers. Invest first in those in direct supervisory roles—the people interacting with employees daily. Develop their skills of engagement and empowerment. Provide direction as to how they can listen, set clear expectations and deliver constructive feedback. Make sure your managers are all on the same page about employee engagement.

3. Emphasize fairness. You can’t afford to have employees feel disenfranchised because they think you’re playing favorites. In everything you do—from resource allocation to how you make sales—make sure you’re applying principles of fairness.

4. Create leaders. Don’t settle for employees who do a workmanlike job every day. Invest in promising talents, and encourage them in leadership development. Help them develop the skills of engaging and motivating other employees; provide opportunities for them to prove themselves.

5. Measure your progress. As the leader of your team, one of your most important responsibilities is measuring results—and that includes engagement efforts. Use surveys and other employee feedback programs to gauge your progress.

These are pragmatic steps for leaders to do their part in enhancing employee engagement.

A version of this post first appeared on Dr. Rick Goodman’s blog.


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