I had an email from a friend and veteran leader that intrigued me today. It read:
“Not sure if this could be an idea for your blog:
Having managed and led younger people now in three startups, I am surprised at how simple it is to make a good impression at work, yet how few people even figure it out.
As I write this, I am mindful however, that most of the fault must lie with me. I do think I am getting better at getting them ‘engaged’ or maybe it is getting better at finding them, first.
I was thinking this weekend about why some seem to get it and others don’t---preferring instead to go down the I-will-win-the-lottery-someday path.
I measure myself in simple terms, out of my workforce, what percentage can I honestly say is ENGAGED. We will be a success if it is 50% or more.
Anyway…my two cents today…”
It sure worked for me … my friend had successfully engaged my curiosity to go after a few tactics in response! That email begged an explanation from my brain based thinking cap about what it means to engage others and I came up with a few tactics I thinks I’ll try more:
1. Ask questions that involve the ideas but also the person. What would you do if…
2. Invite the person to teach somebody else what you want the person to learn
3. Get to know something unique about that person and then find a way to draw it out at work
4, Offer words of encouragement whenever the person does contribute and take the lead
5. Offer choices of several different approaches to complete the same work – ask the new worker for other suggestions and use them
That’s what came to mind when I thought about how the brain works to motivate and engage others more. The email that came today showed me how I too am still learning to engage others and reminded me of great success I have seen when I get it right. How do you engage new workers?
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