Why Employee Engagement Matters Part Two

The first step to becoming an engaging leader is to practice the Platinum Rule, which encourages you to treat others the way they want to be treated, rather than the way you think they want to be treated. Take the time to find out an employee’s emotional and intellectual needs, so that then you can meet them. Help employees find purpose in their work.

Employee engagement starts with genuine top leaders who encourage confidence, collaboration, transparency, empowerment and innovation. Leaders who are able to walk that walk will see an increase in their employees’ commitment, passion and pride for the organizations for which they work and for a job well done.

Think about the creativity and productivity of employees who do not look forward to Friday or dread Monday. The good news is that employee engagement is not a costly new initiative that may not work. An investment in time and in your most valuable resource, your employees, can reap immense benefits. The next installments will provide specific steps that drive employee engagement, including ways to improve communication, create a motivational culture, provide constructive feedback and ignite passion in your employees.

About the Author

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Dr. LaVena Wilkin has served as Sullivan University’s Ph.D. Program Director since June 2013. She holds a Ph.D. in Conflict Analysis and Resolution and is certified as a mediator, conflict coach and employee engagement facilitator. Dr. Wilkin is the editor of the Journal for Conflict Management, co-author of a book entitled Organizational Conflicts: Challenges and Solutions and a regular contributor to Louisville Business First newspaper. Her articles on employee engagement originally appeared in Business First’s “Consult the Experts” column.

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