The concept of employee engagement in the workplace is getting more and more attention particularly now that research is showing a direct and positive correlation between employee engagement and profitability. Successful business outcomes are derived by the involvement of everyone, and both leadership and the employees they manage are responsible to do their part.
Most managers know that there are great ideas residing in the minds of their employees which never get brought to the table. There are many reasons why this happens: some people are self-conscious and are afraid that their ideas will get shot down or dismissed. Others might be somewhat introverted and need to be drawn out. Still others may have had the painful experience of sharing a great idea with a manager only to have that manager implement the idea as their own. (Remember the movie “Working Girl”?)
The leader is responsible to create a safe, open and trusting environment where people can fully participate and feel confident that they will be treated respectfully. The leader must also facilitate team meetings in a way that will encourage and balance participation, and monitor the receptivity of ideas.
Once the manager has set the stage and created the time and environment, each team member is responsible to do his or her part to contribute to the dialogue and the pool of shared ideas. Here are some ways that employees can do their part to engage more fully:
DON’T tell your ideas to those who cannot do anything about them. Telling that great idea to your spouse or a friend will never give it the chance to be developed or implemented. DO: Share at staff meetings, or if you’re not comfortable sharing with the group, tell your manager privately after the meeting.
DON’T be quick to judge the ideas of others. It’s sometimes easy to do when you have no ideas of your own to contribute. DO: Acknowledge and support your co-workers. Help to build on their ideas instead of dismissing them.
DON’T listen to the voices in your head that might tell you “Your idea is stupid,” or “You’ll look like a fool.” DO: Practice positive self-talk and know that brainstorming is about everyone letting it flow without self-critical judgment.
DON’T let others, including your manager; interrupt you when you are speaking up to share an idea. DO: learn to assert yourself to say firmly but politely, “If you don’t mind, I am not quite through sharing my thoughts here.”
DON’T get discouraged if your idea isn’t immediately embraced or implemented. DO: Know that everyone needs to keep contributing to the idea pool so that the best solutions can be gathered, evaluated and implemented.
DON’T be the naysayer of the group. While it is important to see potential pitfalls of a situation, don’t be the one who is always finding fault as to why something won’t work. DO: Try to be more open to possibilities. Show optimism and know that there is a positive aspect to each idea presented.
DON’T wait to be asked for your contributions. DO: Get involved with the process, take initiative, and offer your suggestions. Know that your ideas are as good as anyone else’s, and that frequently the best solutions come from the synergy of ideas from several people.
