Is your team of staff engaged?

There is no doubt in the importance of human capital as the #1 asset. It does not matter your level of automation and process

There is no doubt in the importance of human capital as the #1 asset. It does not matter your level of automation and process efficiency you have established, if you don’t have engaged employees working as a team, nothing will work out.

Whether it is a football club or an organization, it is people not technology who win. Technology needs a team of fantastic people to offer a winning advantage. The marginal advantage Messi or Ronaldo, gains due to top of range footwear, is negligible if they don’t have the talent in the first place.

To win with people, they must first get engaged. For teams, this is easy: the scoreboard is there for all to see. The players, coach, spectators and everyone can look at it and instantly will know which team is winning and which one is losing.

At the workplace, you need to implement such kind of scoreboard: staff needs to see at a report and instantly know whether winning is taking place or not. This helps provide engagement – what I am expected of at the company.

For employees to be engaged, they must know how their job links to the business ambition and purpose and the extent to which the connection makes one excited. Any staff who keeps throwing tantrums about their unhappiness at the place of work, it is a sign of disengagement. A disengaged employee is like a flat tyre on a car. It does not matter how new the Engine and the other tyres are if someone is negative energy, they will slow down the momentum of the business.

How does your role contribute to the overall company goals and how does such excite you? That is where engagement comes from.

Here are a few questions to test your engagement. Get a piece of paper and write or type your responses on a new document:

1. What would the company miss, if you did not come to work?

2. How are you held accountable for your work? If you fail to achieve your daily priority tasks, what will happen to you and the organization as a whole?

3. Does your work excite you? Do you find it compelling to come to work at all costs, even when you feel your body is weak?

4. Have you ever advocated for the organization and the work you do to your colleagues?

5. How often do you receive feedback from your supervisors? Do you look up to the feedback?

6. Where do you want to be in five years from today and how does your job help you move towards there?

It is not easy to have engaged employees.

On-going interactions, leading with the heart, not the brain and being considerate can go a long way in creating a company with a rich culture. It is not about having lunches with staff or doing Monday morning assembly.

How does the leader genuinely care about people and treat them, matters more?

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