Creating Fully Engaged Employees

In the Gallup Management Journal, Curt Coffman uses a clever acronym for disengaged employees; he calls them "cave dwellers." CAVE stands for "Consistently Against Virtually Everything." Whimsical as that may be, disengaged employees are a troubling reality that can be costly for a small business.

Recent slippage in the economy has exacerbated the problem. Fears of job loss or unwanted transfer, postponed or lower-than-expected raises, and reductions in hours or assignments are all linked to the economy, and are all likely to have negative effects on commitment to the job. For many small businesses, employee disengagement is like being hit with a double whammy; in an economy where efficiency and productivity are needed the most, businesses are experiencing higher turnover rates and insecure leadership.

The good news is that there are simple, inexpensive ways to turn the tide and help get employees more actively engaged in their work. The keys are clearer communications and stronger relationships.

• Ask for Input
The employee who is working "in the trenches" often knows the lowdown on ways to improve or streamline operating procedures, but if they have disengaged with a "nobody hears me" attitude, the business is poorer because of it. Asking for input and allowing employees to be heard takes only a few minutes a week, but it boosts morale, and when an employee does have a good idea, it can boost the bottom line as well.

• Have a Purpose on Purpose
You probably told new hires about the purpose of the company during the interview process—when they had a hundred other thoughts swirling in their minds, but do your employees still remember that purpose in the here and now? Employees need reminders. Something as simple as a pep talk to refocus on your company's purpose will help people feel like they belong as part of the team. Slogans and banners posted in employee break areas also help to keep your business goals spotlighted.

• Communicate
Remember Show and Tell times from grade school? Those were designed to practice and build good communication skills. Keeping your employees invested in their work calls for a grownup business version of clear communication. Show them with action and tell them with words that you are a trustworthy leader. Managers who build sturdy, confident relationships with the people they manage will build a sturdy business. A good manager can answer an employee's questions with assurance.

• Recognize Efforts
Good workers often feel unappreciated. Big successes usually get recognition, but it's recognition of the effort, not the success, that boosts employee engagement. Very few people are able to be like Thomas Edison who, after repeated failures, was able to optimistically say, "I found 586 ways that won't work!" There are several variations of that quote and Edison probably said it more than once. A good boss will repeatedly encourage optimism in his employees too.

It's primarily the boss's responsibility to come out of his cave, build relationships, establish communication, and keep his employees engaged and ready-to-work.