1. It’s all about you. Remind them every day in every way.
2. No training. Who needs training? Training costs money and time. Whose training and time? Yours. Besides, they said they were a self-starter in their interview. Let them start learning their job and how to do it.
3. Never listen. They should be listening to you.
4. No more ideas. Yours are more than enough.
5. Accountability is a one-way street. You’re the traffic cop, too.
6. Never recognize their accomplishments. It’s their job. Recognition’s in their paycheck.
7. Criticize, criticize, criticize. You’re bringing attention to what deserves attention: their faults.
8. Who’s that guy? Hire people at random. Don’t tell anyone why. Force them to embrace the chaos.
9. Play favorites. Favorites breed dissension within the ranks. That makes it much easier to control. Plus, see the first point.
10. Keep agendas hidden. Saves time.
Kate's character in that movie found true love after trying to get rid of him for 10 days.; That's a movie. You won't create engagement by taking these steps.However, you can turn this list inside out. Do the exact opposite.; And your results will be the exact opposite: engagement.
1. It’s all about them. Remind them every day in every way. They build the brand every day in every way. Without them...you have and are nothing. Well, maybe not nothing. But you’re a lot less.
2. Train, train and train some more. Re-train, too. It's an investment. See above. Their success, their development, their skills, their strengths...are how you measure your success. You and your become the collective definition.
3. Listen, listen, listen. You should always be listening to them. They know.
4. More ideas. You always need more ideas to cut costs, develop new products, conceive a new revenue model, hire better, train better...
5. Accountability is a two-way street. You’re all passengers; you’re all cops.
6. Always recognize their achievements. Find more ways to recognize their achievements. Find more time to, as well. Find more people to hear of their achievements.
7. Praise, praise, praise. Praise is the reward that encourages that same behavior. Paul Sloane of Innovation Tools wrote: Praise the behavior you want to see.
8. Engage everyone in the hiring process. Here’s a plan to create a colloborative hiring process.
9. Level the playing field for everyone. Seems obviously fair. But, maybe you live be the adage that life isn't fair. Ok. Then consider the savings in employee turnover and hiring costs as well as greater production when artificially conceived obstacles are missing.
10. Open, transparent, agendas shared openly and transparently. Saves time. Saves money. Keeps everyone involved in their solutions.
What's in it for you? Why should you care?
10% or 90%.
Michael Lee Stallard, author of Fired Up or Burned Out, shared the results of a recent study of the Corporate Executive Board. Only 10% of employees are engaged emotionally and intellectually with their work. ;;
These steps may not flip that ratio on its head. But it can change that 10% to...20%. Imagine the results. If you achieve x now with 10% of everyone's engagement...imagine what would happen if twice as many people were fully engaged, emotionally and intellectually in their work?
It’s Monday. Start imagining.
* I didn't know it was Kate's birthday. I'm not a fan. But as I wrote this post, the movie's title came to mind and...