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8/18/2019 8 Tips for Improving Employee Engagement (or Customer Engagement) _ Matthew Partovi _ LinkedIn
1/22
25/04/2016 8 tips for improving employee engagement (or customer engagement) | Matthew Partovi | LinkedIn
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8 tips for improving employee engagement (or
customer engagement)
Is your success is dependent on trying to get other people to do things? Maybe
you’re a Manager trying to get your ‘employees’ to do something. Or a Business
Leader trying to get your customers to spend their time or money on something.
Or someone with an idea that you want others to believe in as much as you do.
1. You can’t make people engaged
Engagement is an outcome. People choose to become engaged if they have
sufficient opportunity and motivation. So rather than focusing on trying to make
people engaged with your product or offering, spend your time identifying several
things they want to do, and out of those identify which would also be valuable to
you. If that happens, they are likely to become engaged because they are doing
something they are motivated to do. The key is creating the conditions so that
people to do things because they choose to, rather than because they've been told
to. The following tips offer some ideas for how to create these conditions.
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8/18/2019 8 Tips for Improving Employee Engagement (or Customer Engagement) _ Matthew Partovi _ LinkedIn
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25/04/2016 8 tips for improving employee engagement (or customer engagement) | Matthew Partovi | LinkedIn
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2. Help people buy into your vision
Inspire people. Think about it, how many boring people are you inspired by? Be
interesting. Get people excited. If they buy into your vision, they are more likely
to become motivated and keen to participate. Engagement is more likely if people
have volunteered to get involved, rather than been made to volunteer by a
Manager.
3. Understand what people are motivated by
Do you know what people are motivated by? Put yourself in other people’s shoes
and consider what would be in it for them to participate. Would this be enough
for them to become motivated? Different people are motivated by different
things, such as: opportunities to work on things they’re interested in, recognition
from their peers and people they look up to and respect, a salary rise, bonus, and
so on. So consider financial and non-financial incentives (check out Dan Pink’s
talk on Drive if you’re interested in finding out more about this). Finding out
what people are motivated may involve listening online and offline. One-to-one
conversations might help uncover things beneath the surface.
4. Be open: provide the tools and opportunity
Encourage people to offer input to areas they think they could improve. Imagine
how frustrating it could be if you hire someone because you value theirexperience, skills and potential, and then confine their contribution to a defined
ob role. If someone in Sales could add value to Research & Development,
couldn’t the benefit of contributing outside their role be greater (to the
organisation and individual) than the drawbacks?
5. Give people autonomy
Help people understand the goal you’re working towards, and inspire them about
why that’s the goal. Then give them the trust and ownership to determine how
they can help you achieve it. You can offer support by removing barriers,
coaching, advice, and the opportunity for people to demonstrate their unique
talent and value.
6. Don’t push too much
If people don’t seem engaged, don’t just push harder by chasing them, as this
could aggravate them and push them further away. Rather than viewing them as
having bad time management or not caring, consider whether you’re offering
something that is attractive enough for them to want to participate in. If you think
people ‘must’ do something, challenge yourself on whether the benefits of your
http://www.youtube.com/watch?v=u6XAPnuFjJc
8/18/2019 8 Tips for Improving Employee Engagement (or Customer Engagement) _ Matthew Partovi _ LinkedIn
3/22
25/04/2016 8 tips for improving employee engagement (or customer engagement) | Matthew Partovi | LinkedIn
https://www.linkedin.com/pulse/20141011000620-14393653-8-tips- for- im proving-employee-or- customer -engagement?trkInfo=VSRPsearchId%3A5211648… 3/22
Written by
request outweigh the cost of another request someone receives on top of
everything else they’re currently working on. Making something mandatory may
mean participation rises, but what will the effect on employee engagement be?
My approach is to design something I believe people will want to pull on, and
then let them know it’s available for them to get involved if they want to (rather
than me telling them to participate). If they don’t, then I look at refining what I’m
offering.
7. Be aware of subtleties of language
Consider the unintended effects of your language on people. For example, would
it be better to call people “people” rather than”employees” or “resources”? When
you say you “want people to feel involved”, do you actually mean you “want to be
involved”? Nuances like this could help people relate to you as a person, rather
than as a Manager or colleague.
8. Lead by example
How would you feel if someone asked you to do something, but then didn’t do it
themselves? If you understood why and are happy with that, then all is well. But if
that trust and understanding isn’t there, you may think “well if you’re not doing
it, why should I bother?”. So when you ask someone to do something, either lead
by example, or be sure they understand why you’re not doing it too.
What would your tip be?
My previous posts:
Why Managers need to stop saying "Are you volunteering?" when someone has an
idea
Why I don’t tell people to close their laptops in meetings
How to create a repeating #ResponsiveOrg meetup community
Over 80 events that might be of interest to the #ResponsiveOrg community
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PepperTap’s collapse shows everything that is
wrong with India’s young internet companies
Low margins and technical glitches mar online grocers' plans.
Like Comment
Ross Holman
Kudos on your 8 points to create or improve 'engagement'. I would add anover-riding point - "Give them reasons to Trust you." All of the eight points
above work faster and better in an environment of high trust because Trust
is like oil. It's the stuff that makes relationships work. It makes selling a
vision, motivating, inspiring and thus engagement possible.
Like(2) Reply(1) October 11, 2014
Vin Lee and Pankaj Kumar
Pankaj Kumar
Ross please help me in getting the answer of my question - I
am having a key resource but he is having an attitude issue.how to deal with this guy?
Like October 11, 2014
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