How Leaders Drive Engagement
Employee engagement creates a deep sense of ownership for the company, compelling staff members to increase their involvement and commitment to organizational goals. Employee engagement also promotes productivity, gradually improving personal and overall business performance.
Leaders who drive engagement work on three main principals:
- Creating a deep sense of ownership in the organization, where employees have strong feeling of involvement, commitment and absorption into their individual work, which creates a motivating business environment
- Encouraging dedicated and strong contribution of discretionary energy, which improves productivity
- Driving personal and business growth by looking for innovative ways to keep employees engaged
Crowdsourcing tools such as POPin
help leaders drive engagement in their teams, while also allowing them to save on time and resources. There are different strategies available on the platform
to drive engagement:
- Inclusive leadership – Leaders engage their team members in their leadership style by providing room for feedback. Questions such as ‘what style of leadership do I use?’ or ‘what superpower would you give me?’ allow employees to give honest feedback. Leaders then use the responses to advance the conversation and ask for suggestions on personal improvement.
- Identifying obstacles – Challenging the team to make a list of obstacles affecting performance of a project at a personal and group level is crucial to resolving issues that save time and resources in the long-term. Obstacle identification forces honest conversations between employees and at a personal level. Leaders then identify the challenges and work with team members, individually and collectively, to resolve these issues.
- Checkpoints – Creating checkpoints early on in a project allows the team to focus on system processes and roadblocks that need more attention, to improve effectiveness. Checkpoints also encourage hard questions that identify problems in the approach or strategy the team is using. This creates room for corrective measures, which encourage team participation.
- Evaluating Changes – Changes may work or fail to deliver an expected outcome. Assessing the changes team members make individually and collectively helps in identify their impact. You can either revert to older practices or come up with new changes.
- Celebrating Achievements – Team leaders must encourage team members by acknowledging outstanding achievements at an individual level. However, the team members must have the power to choose the peers who deserve recognition.
- Defining the How – Every strategy works best when the team can ‘define the how’. In making changes, the team should lay out the strategy with the leader acting as a supervisor for guidance. This creates ownership and motivates the team to commit their energy and time to ensure the changes happen.
- Local Ownership – Leaders create local ownership by challenging employees to identify problems and offer solutions in their departments, with minimal involvement from the management. Gradually, teams become more active in resolving departmental challenges, which improves efficiency.
Crowdsourcing platforms offer an easy solution leaders can leverage to drive engagement in their teams. Through the platform, leaders can set short and long-term strategies to improve engagement gradually.