Thoughtful Thursdays: Stop trying to earn your employees' engagement.

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Welcome to hacking your leadership. I'm Chris and welcome to this week's thoughtful Thursday thank you to everyone listening right now especially those of you tune in every week don't forget to listen instagram at hacking your leadership and lease review on I tunes also this episode resonates with you please share it with a friend or a coworker might benefit from it all right for this week's episode paying for college and even looking at my children how they play with their toys today the few they save foreign bought with their money are definitely treated better than the embarrassingly huge roomful of toys my wife and I have bought for them now that other novelty has worn off engagement is no different has to be earned by the employees not given by the leader and there are so many leader is out there good leaders who forget this and who believe it's the leader's job to earn engagement from his or her employees there's absolutely no doubt that an employee will never be fully engaged more goes into employee engagement besides the leader in that relationship and this means that when a leader shoulder the entire burden of employee engagement they've already conceded the battle either elections after the first request all those things suck but I can absolutely connect them back to something bigger Myra was apparent and making sure they turned into responsible happy productive adult Sunday back to something bigger and truly believe your part in that bigger thing is worth the time and effort needed to do this thing you can't stand I don't like my kids every day but I definitely defined the role of the leader in the task of employee engagement leaders actually should not be working to raise employee engagement what they should be doing as creating the conditions the enjoy most of what we do but even people who love their job still have to do things they'd rather not know engagement means that when you have to do something you don't enjoy you're still able to connect that thing work unless they have great relationships with their leaders and relationships require reciprocity the need to be equitable both people need to have skin in the game neither can feel like the value the relate I love them every day and that means that all the things I have to do with them that aren't fun homework arguments about screen time all the bickering between them the complete inability to follow in between Scott and me and a few weeks the thing he said that resonated with me is leaders do not creating gauge men amongst their team members what they do rather is create the conditions for people employs across the workforce are inundated with stories from friends family members and acquaintances about all the good parts of their own jobs and not as much stories of the bad parts the effect of this can be take care of those cars as well as the sixteen year olds who had to work and buy their own cars the people went to college with Miss Classes if they were paying for college themselves than those whose parents have the best intentions so if your leader and you can put hand over heart and say you have a good relationship with your employees and yet some of them are still disengaged what you do well the first thing ah the employees to come to work engaged regardless of the work environment but Scott's quote called something else that I've always inherently believed I just never heard of articulated in this way in is anything we earn for ourselves going to carry more value than if that same thing were given to us the people who went to high school with whose parents bought them new cars for their sixteenth birthday typically didn't ship more than the other or that they're being used by the person but there are plenty of disengaged employees in the workforce who seemed to have good relationships with their leaders so this means that much money to choose their own level of engagement I've always believed employee engagement is a two way street it's neither solely the job of the leader to engage his or her employees and also not solely the the way I've always approached employee engagement is that both the leader and the employer working together towards a common goal that goal being high employee engagement with Scott what did is it read need to do is make sure your employees know that engagement doesn't mean you truly enjoy every single moment at work we all have to do things we don't enjoy work hopefully we're able to tip the scales towards making sure we if your employees believe that in order to be engaged they need to I be able to eliminate all the uninspiring parts of their job they'll never be engaged at any job millions of so much I knew right away it'd be the topic of this thoughtful Thursday since it published the day after his episode now if you haven't listened to his nine minute episode yet I urge you to as they'll be much longer interviewed work environment required so that employs choose to fully engage themselves known me tell you what this is far from semantics why these different things no matter what the did employees start to believe their own lack of engagement is due to whatever uninspiring work they must do as part of their job and that happiness at work means finding a job where virtually all of your work is game changing in meaningful it's your job as their leader to help them understand that this is not unattainable standard just like not everyday is apparent is totally fulfilling and not every day Ed make sure they have the tools and the information they need to become active participants in their own engagement.

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