Participation isn’t a talent problem — it’s a decision problem. And leaders play a major role in shaping the kinds of engagement their employees choose to explore.
If you want an engaged workforce, start early — before day one, and beyond.
1. Job descriptions & postings: Signal your company’s commitment to employee engagement. Let applicants know this matters here.
2. Interviews: Discuss the types of engagement opportunities available and explore the candidate’s interest in participating.
3. Offer letters: Reinforce that the candidate’s mindset toward engagement influenced your hiring decision.
4. Orientation: Spotlight real examples of employees participating in workplace initiatives, company‑sponsored activities, and community involvement.
5. Onboarding: Set expectations not only for performance, but for exploring engagement opportunities that fit your culture.
6. Leadership modeling: Be the role model, coach, and mentor who creates a safe environment to try new things and discover where engagement feels meaningful.
7. Promotion & visibility: Promote the hell out of your company’s engagement stories — everywhere, all the time.
That’s seven (7) ways to prime an employee’s engagement pump. Now put your thinking cap on and identify three (3) more that fit your culture. That’ll give you ten (10) different touchpoints to promote, support, and reinforce employee engagement. Now get actively engaged in helping employees discover how they can make a difference today.
Dame Jane Goodall (1934 – 2025: English primatologist and anthropologist.[1]
[1] Regarded as a pioneer in primate ethology and described by many publications as "the world's preeminent chimpanzee expert", she was best known for more than six decades of field research on the social and family life of wild chimpanzees in the Kasakela chimpanzee community at Gombe Stream National Park in Tanzania.
No comments:
Post a Comment