Employee Engagement and Relationships


I have been reading about Employee Engagement lately, like this post; What, Really, Is Employee Engagement? From Steve Roesler at Allthingsworkplace.com. This post is great because it includes 8 key drivers of engagement, and other recourses on the topic.

Employee engagement is extremely important, and as a leader you must know how to lift the spirit amongst the employees. Engaged and happy employees are proven time and time again to be higher producers and to get great results. One of the 8 key drivers at Steve Roesler’s blog post is “Relationship with one’s manager” – This might be one of the most important keys that you as a leader should learn from. I tried to find out more about this one specific key and found a video that I want to share with you. This is Bill Benjamin having a great intro to exactly this key.

The employees are extremely important for your own success as a leader. You must find a way to get their morale and joy up into the sky. I have experienced unhappy employees producing 15-20 % below average, after empowerment, coaching and training the same employee doubled her amount of work, had better quality of work and became very happy. It is not just about to get them happy; being able to feel safe about how to handle your job is also a key point. I believe she is happier because she does not need to ask for help, she now produce above average and this gives her self-esteem.

Pride and joy
Another key given in Steve’s blog is “Pride about the company”. Employees that feel proud at work also tend to give the extra little effort to create great quality work. People would want to work with them and they will feel important to the company. Raising pride is on the other hand hard. As their closest manager you might find yourself trapped between the employees and upper management. But remember as a leader you are a role model, you must also feel proud. And you must show your employees that you are proud of them. I think Bill Benjamin’s video gives a great lecture on how you as a leader should interact with your employees. This is a example to follow, as many leaders for sure does the exact same thing that he used to do, focusing on the tasks of the day, instead of the relationships of the day.

I find this blog post from Steve Roesler and the video from Bill Benjamin to be the hand and the glove. As a resource for you as a manager or leader this is absolutely a lesson to learn. Do not forget about the relationships.

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6 Comments on "Employee Engagement and Relationships"

  1. Frode Heimen | July 28, 2009 at 4:10 pm |

    Hi Richard.
    Thank you so much for reading my blog and your comment. I do agree with you.

  2. Watching the video reminded me of an old boss. He was the owner of a company I worked for. His negative attitude set a tone for the whole organisation.

    No amount of employee engagement programme would ever have succeeded in this company whilst the CEO was around.

    It reminds me of how important managers and leaders are to engaged employees.

    Whilst employee engagement programmes can be very useful tools for leaders to help get more from their team, the leaders and managers have to be full on board in the first place for the progamme to have any chance of working.


  3. Frode Heimen | June 11, 2009 at 5:08 pm |

    Hi Steve.
    Thank you for finding time to read and comment at my blog. I really do appreciate it. Keep reading my friend.

  4. Frode,

    Thank you for including All Things Workplace in your post. I really like how you connected it with the video, as well.

    Hope all continues to move ahead for you…

  5. Frode Heimen | May 16, 2009 at 5:16 am |

    Hi, Debbie. Thanks for dropping by my blog. Yes Pride is an important factor. And it not just about your job but also the whole brand of your company. If you get a company branded jacket and put it in the back of your closet, than something is wrong with the company brand, or your impression of the company. 🙂 Have a nice day

  6. At one point in my life, I would have thought that pride in one’s place of employment wouldn’t have been a huge factor in employee satisfaction and engagement. In time, however, it’s become clear that they way you REALLY feel about your company–not just about your job–can have a huge impact on engagement.

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