Drives Engagement

Creating a climate where people are motivated to do their best to help the organization achieve its objectives

Employee engagement is different than happiness or satisfaction. Engaged employees commit extra time and energy to performing their jobs well. If engagement seems like an abstract topic, ask yourself what makes you want to do your best work for an organization? According to research, there are some common triggers such as a supportive environment, trusted leaders, fair treatment, tasks that match your skills and interests, having a say in decisions that affect your job, and recognition for accomplishments.

If you lead a team, your role in driving engagement is critical. While leaders may play a larger role in driving engagement, everyone on a team affects it. As a team member, you can help create a supportive environment, treat others fairly, recognize others for their skills and accomplishments, etc.

Drives Engagement at LII

Here's what a group of LII leaders had to say about Drives Engagement:

Know what makes them tick.

To engage someone else, you need to know what they care about. Is this an employee who is hungry to gain experience? Is he passionate about customer service? Does she love to solve complex problems? Once you know, you can show them how their work aligns with their interests or assign them tasks based on what they love to do. Challenge them based on what works for them as individuals. Similarly, reward them based on what matters most to them.

Know what makes them tick.

To engage someone else, you need to know what they care about. Is this an employee who is hungry to gain experience? Is he passionate about customer service? Does she love to solve complex problems? Once you know, you can show them how their work aligns with their interests or assign them tasks based on what they love to do. Challenge them based on what works for them as individuals. Similarly, reward them based on what matters most to them.

Give them a common purpose and goals.

Employees need to know what they are working toward and how to get there. Let employees know how their work connects to LII’s success. Include your team in setting the goals to drive ownership.

Give them a common purpose and goals.

Employees need to know what they are working toward and how to get there. Let employees know how their work connects to LII’s success. Include your team in setting the goals to drive ownership.

Don’t micromanage.

Give people a safe environment to accomplish LII goals. As long as they model our behaviors, let them accomplish the goals their own way. Create an empowered team.

Don’t micromanage.

Give people a safe environment to accomplish LII goals. As long as they model our behaviors, let them accomplish the goals their own way. Create an empowered team.

Show appreciation.

Recognize and thank your team members for their efforts and accomplishments. Be specific, “I really appreciate how you worked late to finish the project” or “You handled that customer’s concerns very well. You listened, showed empathy, and provided several ideas for fixing the issue.”

Show appreciation.

Recognize and thank your team members for their efforts and accomplishments. Be specific, “I really appreciate how you worked late to finish the project” or “You handled that customer’s concerns very well. You listened, showed empathy, and provided several ideas for fixing the issue.”

How can I apply Drives Engagement at my level?

Drives Engagement has slightly different characteristics based on your job level. Click the button for your level.

Celebrates own and team successes

Understands why the work matters

Shares involvement and visibility with others

Draws a link between the work and own motivation

You can download a list of all competencies for your job level on the Definitions By Job Level page.

Go to Definitions By Job Level

Celebrates others’ successes

Helps others see why the work matters

Shares involvement and visibility with others

Draws a link between the work and own motivation

You can download a list of all competencies for your job level on the Definitions By Job Level page.

Go to Definitions By Job Level

Empowers others with meaningful decision making and ownership

Ensures that all team members are motivated to work toward common goals

Celebrates the team’s successes along the way

Provides praise, recognition, and rewards for strong performance

You can download a list of all competencies for your job level on the Definitions By Job Level page.

Go to Definitions By Job Level

Motivates others by appealing to deeply held values and goals

Creates a climate that makes work gratifying and enjoyable

Ensures that people in the organization feel their contributions are valued

Energizes the organization by clarifying the broader purpose and importance of the work

You can download a list of all competencies for your job level on the Definitions By Job Level page.

Go to Definitions By Job Level

Continue Your Learning

Visit the Development Resources page to find out how to learn more.
Go to Development Resources