How to activate your employees
Paul Matthews
I help experts, leaders and professionals pioritise progress, lift impact and get better results. Bestselling Author | Top Voice for Leadership | No BS.
I have been bowled over by the effort and dedication of our firefighters here in Australia. Their relentless commitment in tough times has been outstanding.
Many across the world will be shocked to learn that a lot of the firefighters are actually volunteers. This got me thinking about the challenge faced by us leaders when creating conditions that enable paid employees to go above and beyond on the everyday, let alone during high stakes situations.
Employee support doesn't just happen
The support of employees is not a given. Activating employee support is the result of conditions created by us leaders. We need to invest time building the right conditions that encourage engagement, participation and effort from employees.
This requires leaders to create a balance of involvement and decision making which will inspire and encourage others to contribute and stay involved for the long game.
Too much direction = passive employees
Too much decision making without input from employees creates passive teams. When leaders make all the decisions, employees feel like they have nothing to add. They give up or switch off.
Too much involvement = inactive employees
If we consult or listen too much then we create inactive employees. They feel overly consulted. They need leaders to consult them then make informed decisions to mobilise their skills.
Low direction/Low involvement = confused employees
Leaders that fail to seek employee input or make decisions create confused teams. Employees are left scratching their heads about what to do or where to go.
Right level of direction/involvement = activated employees
When leaders involve employees, consider their input, make decisions and set a clear direction they activate employee support. Employees know their role and are able to take action to achieve results.
The capability of leaders to achieve the right conditions is also not a given. We have to work on this. Take a look at my model and ask yourself:
- Am I creating the right conditions to activate my team
- How can I improve?
- What support do I need?
Paul Matthews works with leaders, teams and businesses to increase employee effort and performance. He is a speaker, mentor and coach and runs workshops to help leaders increase their impact and achieve high employee engagement.
www.paulmatthews.com.au