6 Things Wise Leaders Do To Engage Their Employees

To assure you don’t?create a reputation?as a leader that doesn’t engage employees, here are six things to consider to more effectively engage your employees. These are fundamental tips that employees desire from their leaders, and if implemented properly, will stimulate employee engagement that’s been missing.

1.??Stop unknowingly creating tension

Leaders unknowingly create tension with their employees when they expect them to behave like they do, rather than encouraging them to be their authentic selves. Opportunities are everywhere, but few leaders have the eyes to see them.??When employees are encouraged to be themselves and not what others want them to be, they will begin to embrace an entrepreneurial attitude that wasn’t previously being leveraged – thus stimulating engagement.

Tension is created by leaders who don’t take the time to engage with their employees.??When an employee feels that their leader doesn’t care – or is disingenuous about their career and future opportunities, they may begin to shut down and grow bitter. Employees respect leaders that allow them to use their most natural skills and characteristics. Employees are most engaged when they don’t feel confined to an environment of limitations and constraints.??Be more aware of what your employees need and stop unknowingly creating tension.

2.?Detect the most positive capabilities in people

Stop spending time being overly critical of what your employees are not doing right and identify what they are naturally gravitating towards – that which gets them excited.??Throw their job description out the door and focus on those areas your employees enjoy contributing to the most and build a plan that utilizes their most positive capabilities to create the outcomes you desire.

Everyone wants to enjoy what they do at work, so allow employees to engage with the business in ways that generate the results that you require, while giving them the flexibility to navigate and explore how they can best contribute.??See well beyond the obvious.??Expand your leadership lens to detect what matters most to your employees and allow them to flourish.

3.?Empower to discover potential

You will never know what an employee is capable of accomplishing unless you stop micromanaging and start empowering them to discover their full potential. Put them in situations that will build their confidence and strengthen their self-trust.

Empowering employees sounds simple, but it requires a leader to let go, step back and observe.??It demands a confident leader that is willing to allow their employees to fail, then help them pick up the pieces and rebound.??Employees engage when they are empowered to explore endless possibilities.

4.??Put them in a position of influence

Beyond empowering employees, put them in a position of influence to see how they react and engage in their new role. Stimulating engagement is a two-way street: it’s not just how employees gravitate towards their leaders, but how others gravitate towards them. Allow your employees to discover their own potential and put them to the test.?Witness how they lead and collaborate with others.??If you micromanage employees too much, they disengage.??Employees want to feel trusted and valued for the independent decisions they can make and the impact they can create.

The most engaged employees are those whose leaders have confidence in them; who trust that they can always be depended to deliver when called upon.??Employees are most engaged when they feel a sense of responsibility towards their leaders and the example their performance sets for others. This is accelerated when they are placed in roles of influence and responsibility.

5.??Share your success to build their momentum

Rather than enjoy your leadership success alone, share it with your employees and allow them to experience it with you.??The wise man forfeits his fortune when he does not trust himself. Sharing your success with your employees and making them feel an important part of your accomplishments is a sign of trust that organically creates engagement.

Employees want to support their leaders – even more so when a leader is transparent enough to share not only their success, but also their vulnerabilities. Employees don’t need leaders that always have to be right (or perceived as perfect) – they want leaders that open themselves up enough to share their journey with them. Genuine collaboration drives engagement and creates an environment of significance for everyone.

6.??Be consistent and have their backs

Leadership is about having each other’s backs – especially those of your employees. Employees disengage when their leaders play mind-games and are inconsistent with their approach and style. Employees are vulnerable these days – not really knowing who to trust, rely upon or follow.

These six things are what employees are constantly thinking about – but not talking enough about with their leaders – as they navigate ways to elevate their engagement at work. Just as the wise man may forfeit his fortune when he does not trust himself, the wise leader forfeits his leadership when he does not engage his employees.