hand draw speech bubbles as conceptIt seems that while employee engagement is top of mind for many leaders, there is a disconnect when it comes to actually address it given that only 30% of the workforce is engaged.1 There are simple solutions that can help any “committed” manager improve employee engagement. By “committed” I mean that even though a manager might not process all the talent needed to manage their employees, they are steadfast in learning and sincere in applying ways in which they can be more effective on behalf of their employees.

 

There are 4 areas that have the biggest impact on employee engagement: Employee-Manager Relationship, Recognition & Rewards, Growth & Development, and Advancement Opportunities.

 

The most important of these is the employee-manager relationship. Gallup reports that one in 10 people possess the talent to manage.2 Without a meaningful employee-manager relationship, it’s difficult to deliver on the remaining three areas.

 

Let’s consider some no-cost ways managers can build trust among their employees and ultimately improve employee engagement. Below are 10 important phrases that managers should integrate into their daily conversations.

 

 

Good morning!

Your employees want to be seen and acknowledged. Start every day by greeting each of your employees. Make the effort to go to them. It will be appreciated.

 

 

How can I help?

There are times when employees want and welcome your guidance or assistance. Ask first instead of jumping in to help where you think there is a need. By allowing your direct report(s) to delegate tasks to you, it will show your employees that you are part of the team and that no task is beneath you as long as it helps the company move forward.

 

 

Can you help me?

Giving help may be easy for some. Asking for help can be daunting for others. It takes courage to admit that you need assistance or clarification. People fear that when they show vulnerability it will be perceived as a weakness.  Actually, it can strengthen your relations because you become more relatable. It’s OK to not have all the answers. You may be surprised at what you learn…and from whom you learn it.

 

 

No.

You must be able to prioritize your work so that the important tasks that will move the company forward are completed. However, it is easy to become distracted given day-to-day demands. You must also understand your strengths. This allows you to be the most productive since you will be focusing on what you do best. The ability to say “no” allows you to focus on your priorities and utilize your skills to be more productive. As you evaluate any request, be careful to not miss a development opportunity.

How you say “no” is important. You must help the requestor understand why you are not willing or able to help them and do so in a caring manner.

 

 

I don’t know and I’ll follow up.

As with “Can you help me?” being able to admit when you don’t have all the answers can develop trust. You can build on that trust by following up on the conversation. This also offers you a growth and development opportunity.

 

 

What do you think?

Asking for the opinions of others shows that you value the thoughts and comments of your employees and coworkers. Perhaps you already think you know the answer to your question. By asking for your employees’ input, you may be able to incorporate their feedback and find a better solution.

 

 

And what else?

According to Michael Bungay Stanier and his book, The Coaching Habit: Say Less, Ask More & Change the Way You Lead Forever, there is a question that all managers should use. And what else? This simple phrase is “actually the best coaching question in the world. That’s because someone’s first answer is never the only answer — and rarely the best answer. There are always more answers to be found and possibilities to be uncovered. Equally as important, it slows down the question asker’s “advice monster” — that part of every manager that wants to leap in, take over, and give advice/be an expert/solve the problem.”3

 

 

I’m sorry.

We ALL make mistakes. The sooner we admit them, the easier it is to move past them and correct the situation.  Again, vulnerability comes into play. When using this phrase, you should try to be as specific as possible about the reason for being sorry. People will know if you are being sincere.

 

 

Thank you!

“Thank you” is probably the most important phrase of all.  Employees crave recognition, especially from their direct manager. Many managers take this phrase for granted and believe that they don’t have to say it because their employees “know” that they are appreciated. Try to weave more “thank you” opportunities into your daily interactions with everyone.  And, when you use this phrase, follow it with a specific reason for why you are thanking them.  You want to encourage people and reinforce performance. Again, people will know if you are being sincere.

 

 

Good night.

You should do one final check in with your employees at the end of the day. Say, “Thank you.” Ask, “how can I help?”  Let your employees know that you appreciate them and the work they did that day in moving the company forward.

 

 

As you can see, a few simple phrases have the potential to make a big difference in someone’s day. I encourage you to find opportunities to use them throughout your day.

 

 

What are your thoughts on the 10 important phrases?  Are there additional phrases that should be considered?

 

 

 

1 “State of the American Workplace.” Gallup.com. Gallup, Inc. Web. 18 Feb. 2016. <http://www.gallup.com/strategicconsulting/163007/state-american-workplace.aspx>.
2 Adkins, Amy. “Only One in 10 People Possess the Talent to Manage.” Gallup.com. Gallup, Inc., 13 Apr. 2015. Web. 16 Sept. 2015. <http://www.gallup.com/businessjournal/182378/one-people-possess-talent-manage.aspx>.
3 Stanier, Michael Bungay. “7 Essential Questions All Great Managers Ask Their Employees.” Business Insider, Insider Inc, 1 Mar. 2016, www.businessinsider.com/questions-successful-managers-ask-employees-2016-3.

 

 

 

Let’s Engage! 

I’m Agent in Engagement Simpson…Gregory F Simpson.

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