How do you make your employees care about your company? What has been called employee engagement is really about how you engage with your employees, writes leadership consultant David Zinger. I'm sure your employees could come up with a much longer list, but here's a glimpse of 10 out of 22 found on the blog.
The top 10 mistakes are:
- Rules are for Rulers. Thinking employee engagement can be reduced to rules.
- HR and Beyond. Thinking employee engagement is just another HR issue.
- Measure madness. Thinking employee engagement is simply taking a survey or a pulse or some other measure of a person.
- Them is us. Leaders and managers and supervisors looking at employee engagement as something that they are not a part of.
- The answers begins with the questions. Thinking an external consultant has the best questions for your survey and failing to ask your employees what questions you should be asking about engagement.
- Finish strong with a call to action. Not finishing the employee engagement survey with the question: What do you need to do right now to enhance your own engagement?
- Villains and victims. Looking for villains to blame for lack of engagement, perceiving yourself to be a victim and then acting as if you are helpless.
- Be happy. Confusing employee engagement with having happy employees or satisfied employees and not focusing on the results that will make a difference.
- Stop the secret. Naively searching for secrets that will unlock employee engagement and falling prey to clever copywriters who try and sell you tips disguised as secrets.
- Better systems. Believing the answer to employee engagement lies in a better system like a new performance management system and failing to see the importance of authentic, connected, and engaged dialogue.
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