hand draw speech bubbles as conceptEmployee engagement is top of mind for many leaders, yet there is a disconnect when it comes to actually addressing it given that only 30% of the workforce is engaged. Some companies choose to use surveys, some establish recognition systems, and some increase their communication efforts. While these all help, they affect little change in engagement.

 

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.1 Without a meaningful employee-manager relationship, it is difficult to deliver on the remaining three areas.

 

Elaborate programs are not needed. There are simple solutions that can help any “committed” manager better engage their employees. 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.

 

Let’s consider some no-cost ways managers can build trust among their employees and ultimately impact employee engagement. Below are 9 important phrases that managers should integrate into their daily activities.

 

 

Good morning!
Your employees want to be seen and acknowledged. Start each 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. By pitching in to help, you take the focus off of your title / position and show your employees that the work you are doing on behalf of your customers is more important.

 

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 is OK to not have all the answers. You may be surprised at what you learn…and from who 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 after 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 into a better solution.

 

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 9 important phrases?  Are there additional phrases that should be considered?

 

 

 

1 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>.

 

 

 

Let’s Engage!

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

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

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P.S.  First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.

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