Re-Engaging, Re-Energizing & Re-Recruiting Your Employees
by Barry Frey, Senior HR Consultant & Certified Talent Management Consultant
For the last 24 months or so, leaders have been on the edge of their seats worrying about their bottom line and the sustainability of their organizations. During that same period, employees were on the edge of their seats worrying about their futures. As the recovery slowly grinds forward, many organizations are asking these same employees to work harder and get more done while delaying hiring plans. The stress of recession has been replaced by the stress of waiting out the gradual recovery.
Leading through recovery and maintaining employee engagement will require special leadership skills. Simply "standing on the bridge and taking the helm" won't prevent people from jumping ship. Maximizing the opportunities created by economic recovery will mean facilitating emotional recovery within your organization. The challenge will be to create an environment where employee's sense of commitment is re-kindled even though they are weary and the future is still unclear. You might say that employee engagement calls for Engaged Leadership. Here are a few tips.
Be present, positive and persistent. The main task facing leaders is to win back employee's hearts and minds. Months of bad news have eaten away at the feeling of accomplishment and sense of contribution to something special that energizes employee efforts. Most people identify with their work and derive a certain amount of self-esteem from being a part of a successful organization. The recession has left them feeling battered and uncertain. This is a time for leaders to find ways to generate positive energy, express confidence in people's ability, look for accomplishments to celebrate no matter how small, and get individuals to pull together for the good of all.
Set clear direction and objectives. Energy is good, but it must be focused on the things that matter most. Create a vision for recovery that provides employees with a clear picture of the tasks ahead and the goals that must be achieved. After the long period of uncertainty, clarity will be refreshing. Knowing that there is a path to the future and having objectives to strive for raises optimism and gives employees a reason to stay committed.
Engagement is an inside out process. Real engagement is based on commitment, not a carrot and stick. This is a time to reinforce the organization's values and mission. Keeping these in the forefront rebuilds pride and purposes among employees. Employees work for more than pay and benefits. Certainly, everyone needs these, but feeling a connection to a great organization and the people who lead it is what makes employees go above and beyond. When employees see leaders walk the talk even through the tough times, they are more willing to tough it out themselves.
Don't wait until the recovery is going full tilt to begin working on employee engagement. By that time lots of other employers will be looking for great people to steal any way they can. Organizations that are taking steps now will see the benefits over the coming months.
Barry Frey, is a Senior HR Consultant with LMA Consulting Group. He is also a Certified Talent Management Consultant. Contact Barry at 717.509.8889 or via email bfrey@lmaconsulting.cc.
Developing People and Building Organizations to Lead and Succeed
Current Events