Engaging Employees to Get the Job Done Right

The last couple of entries I’ve written have been about why employees don’t do what is expected of them. This week, I read an article from HR Consultant Jim Tait that examined the same topic.

He states that supervisors who use the complaint about how their people “don’t get it” are really

complaining about being a leader. He believes these supervisors are complaining about things they permit. They may be in a leadership role, but they aren’t being leaders.

Tate writes it is the leader’s job to “ensure your people do get it and to create a culture where your people do care.” We believe that is why employee engagement and involvement are important. They enable an organization to get the most out of their employees.

I recently met with a supervisor who complained about his employees not doing what they were supposed to be doing. He also expressed the mistaken belief that in an employee involved process he could no longer direct or discipline employees.

Good leadership is required if employee involvement is to be successful. In an organized company, it demands good leadership from both management and the union. The role of supervisors (and union leaders) will change in an employee involvement process, their responsibilities do not change. If leaders abdicate those responsibilities, they will lose effectiveness.

Jim Tate expressed it well when he wrote, “As an authentic leader you must accept responsibility for the success or failure of these people.  It is disheartening when I hear someone in a leadership position disparage a member of their team. I ask them who hired, effectively assimilated, trained and developed this terrible employee…Have you tried to help them understand or asked them why they act the way they do?”

Effectively engaging employees, providing them with the information they need to do their jobs successfully, and involving them in finding the best way to do things will pay benefits to supervisors and employees. It may not be as easy for the supervisor as simply complaining, but the outcomes are worth it. You can read Jim Tait’s entire article by clicking here.

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About CALMC Blog

Columbus Area Labor-Management Committee is a not-for-profit organization dedicated to involving employers and employees to preserve jobs, resolve workplace issues, and promote labor-management cooperation. Visit our website at http://calmc.org
This entry was posted in Employee Engagement, Employee Involvement, Labor-Management Cooperation and tagged , , , , . Bookmark the permalink.

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