Employee engagement has been a subject that has intrigued me for quite some time.  I recently finished reading Help Them Grow or Watch Them Go by Beverly Kaye and Julie Winkle Giulioni.  I must say that I now have much more clarity on what employees want and why they want it.

Kaye and Giulioni are the first authors that I have seen write completely from the “coaching” perspective.  The coaching philosophy I believe in suggests that results are brought about by answering the curious question.  This book is full of questions, and excellent questions at that.

Kaye and Giulioni do an outstanding job of mixing quotes, questions and action items to provide a must read for any leader or manager.  Below is a quick summary of the nine chapters that paint a beautiful picture of what your employees are really thinking.

1.  Develop Me or I’m History

Whether they have the awareness or not, employees want to know what is next, more specifically, what is next for them.  The simple fact is that without a way to grow, they will be unable to grow.  Remaining in the same place, doing the same thing, with the same skills is not sustainable.

2.  Can We Talk?

How often do you check in with your employees?  No, I am not talking about saying hello and goodbye at either end of each day, I am talking about really checking in.  How are they doing?  What is going well?  What needs improvement?  Taking the time to sit down with the people that are generating your income tells them they are important and they are valued and that you care about their future.

3.  Let Hindsight Light the Way

Looking back and evaluating what worked and what didn’t allows your employees to gain the clarity and focus needed to move forward in a positive way.  This type of analysis allows them to use the past to build their future and remember, help them grow or watch them go!

4.  Feed Me

I love this one.  Employees want feedback.  Why? Because it tells them if they are meeting up to expectations.  I don’t know how many times I have heard “If only someone would have told me where I was falling short, then I could have done something about it.”

5.  What’s Happening?

There is nothing more frustrating than feeling left in the dark.  As an owner or employer, you don’t have to tell them everything, but how about enough to keep them engaged.  Enough to keep them interested.  Do they even know what they are working towards.  Give them some ownership and watch them take a little more pride in what they produce.

6.  If Not Up … Then What?

It used to be that everyone thought the road to success was a vertical climb.  Not so much anymore.  Employees are more willing, in fact I believe more wanting, of a balanced career. One that gives them time for their family and personal interests.  If more pay comes with more time commitment and stress, you might rethink the job description.

7.  Same Seat, New View

If someone has mastered their role, you don’t have to send them up the ladder.  They may already be in their sweet spot.  But don’t assume this will last forever.  Allow them to be creative in their role.  Give them more responsibility to use their gifts and talents.  This will keep their job fresh and interesting.

8.  Advancing Action

This is a big one.  As the “boss,” your responsibility is to give the employee a way to grow.  It will be their responsibility to do something about it, but you need to create the opportunity. Set a clear course for them moving forward and watch them navigate it successfully.

9.  Grow with the Flow

Keep growth in the forefront.  Providing a plan and then following up six months later is simply rolling the dice.  Keep in constant contact, even if for only a few minutes.  This is a way to keep everything in check and provide an opportunity to change course if needed.

As the authors put it; “Grow for it!”  Simply put, career development in important. Continual communication and opportunities will result in continual growth and continual success.

A couple of questions for you today.  “Have you achieved everything you want for yourself and those working for you?  Maybe the more important question is; “What are you doing about it?”

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Barry Smith   11/14/13   photo courtesy of Amazon   © Building What Matters 2013