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The 5 C’s of Employee Engagement for Managers

18th Oct 2016
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Engaged employees care about the future of their company and are willing to invest the discretionary effort – beyond the call of duty – to see that the organisation succeeds.

Engaged employees are more productive and loyal than their disengaged counterparts and believe they can (and do) make a difference.

It’s the unique elements of the work experience that are most likely to promote employee engagement.

Here are the 5 C’s – how every manager can positively influence the engagement of their people:

1. Connect

  • Engaging managers interact and build strong relationships and rapport with people.
  • Employees want to feel their manager is interested in them as a person.
  • What have you done to connect with your people?

2. Clarity

  • Engaging managers communicate a clear vision and agree clear, specific goals.
  • They establish processes and procedures that help people master important tasks and facilitate goal achievement.
  • Employees want to understand what is expected of them and the required performance standards.
  • What have you done to clarify expectations with your people?

3. Contribution

  • Employees’ understanding of the connection between their work and the strategic objectives of the organisation has a positive impact on their job performance. 
  • Engaging managers provide timely and regular feedback on performance.
  • Employees want to know they are respected as equal partners, that their input really matters.
  • What have you done to recognise the individual contribution of your people?

4. Congratulation

  • Engaging managers focus on the positives and provide frequent praise and recognition.
  • Employees want to know that their efforts are noticed, valued and appreciated.
  • What have you done to congratulate your people?

5. Control

  • Engaging managers empower and delegate responsibility and decision making.
  • Employees value and want to have active involvement and ownership over the flow and pace of their jobs and the opportunity to play to their strengths.
  • What have you done to hand over more control to your people?

How much do you involve them in decision-making, setting goals and priorities?

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