4 Ways to Increase the Engagement of your Team

Tragically, high performing employees turn silent and disengaged when they are excluded from decision making meetings, not consulted, and sometimes not even informed. As a result, they feel undervalued, incompetent, disrespected and more likely to look for other work. 

Silent employees are the greatest untapped resource in organizations today, and their input is invaluable. 

What's left are clique networks, disconnected leaders and approval seeking employees that fear conflict, do not trust each other and lose focus of results. 

Silent employees are the greatest untapped resources in your organization today because they are a real source of diversity needed to fully understand your customer, innovate and lead in today’s marketplace. 

Here are four ways you can bring out the best in your people:

1. Erase Parenthood: "I treat my employees just like I treat my kids", was a real quote from a Vice President! Employee burnout and disability claims were very high on her team. Parents forget what it was like when they were kids just like leaders forget what it was like to be at the front lines. DO NOT treat your employees like your KIDS.
2. Ask for Feedback: Leaders will often not ask for feedback out of fear that consulting with others means they have to make a consensus decision. NOT TRUE. Consulting is not asking for permission. Ask for feedback from all stakeholders.
3. Look Stupid: Unfortunately, in today's corporate world, asking questions means you are not competent and are stupid. This is so 2012! Business is moving too fast for leaders to know all the answers anymore. It takes humility for a leader to ask people above and below them for feedback.
4. Inspire Confidence: I remember a quote from a famous actor who said that "there comes a time when you have to believe in yourself." Why not inspire your people to be confident. By doing this your people will speak up genuinely, contribute in a meaningful way, and influence the direction of an organization; no matter what level they are in the company. 

Share your success stories with me on LinkedIn or through Twitter @philidesrochers.

Phil