Igniting Workplace Enthusiasm

Leadership Development, Process Improvement, Team Member Engagement

Are You an Engaged Leader?

by Dale Carnegie

July 26, 2014
 A leader’s attitude is crucial to the success of an organization. The purpose of every business should be to syndicate the values of its employees in order to transform various individual strengths into a single, powerful effort, in which there is a synergy of tasks and interests. The synergy should transform into reality so that the business is able to meet the intended goals.
1. Engaged vs Disengaged Employees and Leaders – What Drives Engagement at the Workplace?
Every professional will sometimes have a period when he or she is not fully engaged. If an immediate supervisor in that instance does not have a positive attitude and interaction, it becomes a person hard to trust. According to a global research study, there are three drivers for employee engagement: the first -to be proud of the organization, the second - believe in the leadership, and the third - have a positive relationship with your immediate supervisor.
2. How to Engage and Impact Employees?
Dale Carnegie Training and its employees have a great belief in self-determination and how you can impact your environment. Sometimes employees blame their manager or coworkers, but they do not point to themselves. A conversation with the supervisor can create a positive impact, and with this, leaders can have greater control over the work environment.
3. How to Improve the Level of Employee Engagement as a Leader?
Employees have partial control over the engagement process. The engagement factors can influence and increase the level of engagement. If employees have a critical and negative attitude, that can impact and hinder their level of engagement.
There are outside of work factors that can build team engagement. For example, a football team for which all employees cheer, or a team building game played at work or at teambuilding event. Those activities are not always paid by the company, however, the employees can become very involved with those activities and feel more united as a team.
4. How the Wage affects the Levels of Workplace Engagement?
 If an employee is underpaid, this may hinder the engagement. However, there are also a case where two employees may receive equal pay but one employee is more committed to the company than their colleague. This happens for several reasons: because they have a good relationship with the immediate supervisor; because they believe in the cause and are proud of what they do; or because they believe in the senior leadership and company’s direction. Yet, we can see that these three factors of engagement go beyond wages.
Leaders often use low wages as a factor for low engagement, just because it is much easier to blame low wage for disengaged employees.
5. Can a Disengaged Leader Motivate his/her Employees?
It's much harder to push than to pull. Usually, the leader must be ahead of the team, taking the team with him. If the leader is not engaged, he or she cannot just come out and say to the employees: "you need to be engaged with the workplace." The leader needs to work on this issue himself first. Genuineness, sincerity, and honesty in human relations are a important part of the Dale Carnegie’s team communication and engagement philosophy. In this sense, employees can feel if their leader is truly engaged.
6. A Leader vs a Boss- What is the Difference?
Imagine an octopus, the thinking part is the head. The boss usually is accepted as the thinking part that determines what each employee should do. In contrast, a group of geese will fly together to form a triangle and thus make the group as a whole stronger against the wind. Thus, the best organizations in the market today are those that use the synergy and potential of all employees to go forward, rather than having a single person dictating what should be done. Directions, given by the boss, only can limit the company success vs the collaboration of employees working with their leader as an engaged team can move the company faster forward.
7. Why is the Relationship Leader -Team Important?
 Organizations have used this structure for nearly 100 years and the model used mainly in the production industries was based on the military structure. Over time companies were evolving, but there are still many managers, who don’t know how to treat and communicate with people. People don’t want to stay within a company where they cannot contribute, even if the organization pays a good salary. If the workplace environment is not satisfying to the employee, he prefers to go to another company.

Read more on the latest research data about Employee Engagement in Small Businesses here: White Paper: Employee Engagement Best Practices for Smaller Businesses

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