Over the last few days there has been a really stir over Jason Calacanis‘s “Fire non Workaholics” statement. While he has updated the words in his post (completely I disagree with his first version) I feel the bottom line message is still there. Jason wants his employees to be engaged and committed with him on the journey of his company, what CEO wouldn’t? But a large majority of employees will not be fully engaged or committed to a company without a reason. As a CEO, manager or leader you need to provide the right environment.
So here are five ways to engage your employees:-
- Show you care about them as a person, take 5 minutes each day to get to know one of your employees. You need to understand them, their struggles, frustrations and desires both professionally and personally.
- Invite them to join you and your organisation in doing something meaningful.
- Once you have invited them to something meaningful make sure you provide individuals goals. But not just any goals, sexy goals! They need be a driving force, give your employees chills down their spine when they talk or think about them. Your employees need to be able to deeply connect to their goals.
- Ensure timely recognition of performance, not just at an annual performance review. Send a quick handwritten note to someone who has delivered, not just above & beyond, or who has had a hard day.
- Provide your employees with extra responsibilities, allow them to grow and explore new areas of personal and professional growth. This is easy if you have completed step 1.
Once you have engaged employees then they will be fired up about your organisation and its goals. They might even act as workaholics for a period of time. But ensure this is balanced so they do not burn out, otherwise they will then disengage. By the way if you have completed step 1 above you won’t let them burn out because you will see and treat them as people, not machines.
Finally to quote Sir Richard Branson:-
“Loyal employees in a company create loyal customers, who in turn create happy shareholders. The process sounds easy but it’s not, and it has defeated some of the bigger organisations of the twentieth century.”