Mark Miller | VP of Marketing, Emergenetics International

Mark Miller | VP of Marketing, Emergenetics International

We’ve stated before that employee engagement is essential in the workplace. It not only ensures the happiness of employees but there are real bottom line benefits—employee engagement increased productivity by 69% and decreased turnover by 14.9%.

Successful employee engagement ultimately comes down to a few key factors: Work, Environment, People, and Culture.

When work is intellectually challenging and stimulating, the environment is built on productivity and creativity. People build from and drive that kind of work. Finally, a culture where great minds strive to better themselves allow for incredible learning experiences and social engagement.

It’s a beautiful cycle, but how is that actualized? Research has shown that when engagement happens on a personal or team level, team leaders are vital to employee engagement. Team leaders can set this foundation in three key ways:

  • Encourage working together collaboratively.
  • Encourage working towards the same goal.
  • Encourage commitment to the team and its’ objectives.

Reaching that level of engagement means reaching employees on their level—what drives them and how they work. The manner in which they approach relationships is imperative in executing them.

Great leaders determine the different types of actions that boost individual employee engagement. Here are leadership tips for employee engagement that link to the inherent thinking and behavioral differences that exist within all teams.

For those with an Analytical preference, gaining commitment ensures that research and data is top-of-mind. Data provides these members with ways to further improve the organization while engaging their preferences.

  • Ensure a logical approach to work.
  • Set clear ROI for employee input.
  • Open channels to communication.

For the Structurally minded individuals in your organization, gaining engagement is all about creating and defining a plan.

  • Highlight the processes necessary.
  • Execute properly by clearly following through.
  • Provide details.

Give Conceptually minded individuals the opportunity to focus on the long-term, big-picture objectives.

  • Set a strong vision that goes beyond the project and into the bigger picture.
  • Provide ways to understand the ultimate goals and values of the organization.
  • Be open to new ideas.

Build employee engagement with Socially minded individuals by taking people into account on all decisions.

  • Showcase opportunities and outlets to ensure that everyone is aligned.
  • Rely on these team members to ensure everyone’s voice is heard.
  • Promote collaboration.

Leadership comes down to communication and the way things are presented with ideas and situations—behavioral tendencies matter. Stay Tuned for a full post on how to approach critical behavior factors that drive employee engagement in our next blog.