Deliverables of Great Managers: Engaged Employees
Jack Hayhow shared
his Four Deliverables of Great Leadership:
1. Amazingly Engaged Employees
2. Evangelical Customers
3. Consistently Solid Financials
4. Growth (Revenue, Profit, Capability)
Jack asks “Can anyone truly be described as a great leader without producing these results? Did I miss anything?” My deliverables for great managers are going to vary the 4 Jack recommends, as rarely are managers responsible for solid financials or growing revenue, and I’ll be going through each of these over the next month or so.
I’ll break the deliverables of great managers apart over the next few weeks and explain a few ways a manager can impact each of these areas, as well as share what I think might be missing at the end of this series. My goal with this series is to provide simple things YOU can do to improve your team right away, and I’m hoping you’ll share your results and your suggestions to make this even better. If it goes well, I’ll turn this into an ebook that we can all take the credit for and that you can share with your manager and your team!
Are you with me so far?
Create Amazingly Engaged Employees
Empower your team to make the right decisions for the right reasons. Whenever my team asks me a question about a policy that is in need of bending, if it’s not a “right now” answer, I take a few extra minutes to explain the why a policy can (or cannot) be bent. Sometimes it’s positional, sometimes it’s departmental, and sometimes it’s a “just because” policy that nobody has changed yet (these are the worst, but I don’t write ‘em, I just enforce ‘em).
Continue the learning. As a manager, I’m sure you know all the ways to learn. Why not share a few with your team, and help them by finding creative ways to pay for classes so it doesn’t cost your associate any out-of-pocket money.
Listen and respond to suggestions (even if you can’t implement everything). Employees see things VERY differently than you do as a manager. Take 5 minutes this week to ask associates 1 question to improve your team’s performance:
If you were the manager, what’s the one thing you would immediately do to make things better, and why would you do it?
Say thank you for the suggestion, and then…
If you can do it right away, do it. If you need to get approval for it, get the approval. As soon as possible.
Does employee engagement matter? What are YOUR suggestions for Creating Amazingly Engaged Employees?
Photo credit: boeke
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POSTED IN: Monday Morning Management Tips, management hack, results
3 opinions for Deliverables of Great Managers: Engaged Employees
Alex Andrei
Apr 7, 2008 at 8:35 am
Not that he’s the greatest business leader ever (some say he’s kind of a clown), but Marc Ecko credits a lot of his leadership success and employee engagement to reading “Emotional Intelligence” by Daniel Goldman.
I thought it was OK, and interesting read.
michael cardus
Apr 7, 2008 at 4:44 pm
Transparancy - tell everyone all that you know.Share the information realize that keeping secrets as a leader only leads to dis-engagement.
This applies to relationships also - tell your loved one what you are doing your intentions all the information. This transparancy will create some conflict - be transparent in that conflict - share your feeling and views - do not hold back. WHen leaders feel that they cannot share information it creates an advesarial relationship that leads to Active Dis-Engagement Stealing Lying Cheating!
EVANGELINE
Apr 8, 2008 at 8:15 am
well it true. i agree with Micheal Cardus view .a leader should be transparent. if a lead is secretive that means he or she is afraid of something. OR that the leader doesn’t trust people .
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