Employee Engagement a Key to Assigning Work Projects

For managers,  truly serious about improving performance and increasing work group efficiency, effective delegation requires truly engaging your team on a consistent basis. This seems so obvious… but why isn’t it actually a core competency? I can assure you it is a core competency for the most productive companies. You will find that there are three characteristics for increasing the business unit’s efficiency and productivity.

  1. Group Visual Communication

    Delegating through the Employee’s Lens

    The high-performance teams feel they are really important to the manager and the business. How does this come about? Simple. Their managers regularly seek out their opinions on work assignments and processes.  The manager actually asks them “how can we do this better”? Just as importantly, they actually engage and listen to the answers.

  2. The top managers and companies execute the basics of effective management and delegation.  They communicate very well. They ask and listen very well. They anticipate obstacles and road blocks before the fact, very well. They pinpoint the everyday activities and behaviors that make a difference and they become great at executing around the basics.
  3. When focusing on improvements and productivity, the high-performers actually empower their managers and business units to be creative and be calculated risk-takers. If someone comes up with a reasonable idea for improving performance, they give them the opportunity to try it out without negative consequences if the idea doesn’t pan out. Who would want to suggest an idea with some level of uncertainty if the employee is going to risk criticism or worse?


What You Need to Know About Each Employee

The team or business unit is made up of “individuals”. Managers want to build a high-performance team that knows how to participate in team work, work effectively in groups and maintain positive morale. Knowing each individual employee on the team is paramount to bringing this about. At a minimum, here are basic elements that the team leader needs to know about each person;

    • Specific skills – what are they good at doing.
    • Skills and knowledge areas where the employee needs improvement.
    • General personality type (introvert, extrovert, socially skilled or somewhat shy, etc.)
    • Communication skills
    • Comfort with and commitment to team work.
    • Family situation and support
    • Career goals and ambitions

Needless to say there is much more to know about each person but this is a very good starting point.

Employee Engagement is a Management Strength

The manager is know in a position to understand what can be delegated to each person and how.  They know how to integrate them into the team and into work groups. A career development plan can be developed with each employee to expand their skills and knowledge.

The bottom line is that the high-performing companies and managers have a total commitment to the individual employee. These organizations have a focus on helping their people to get better. They look ahead and identify changes in the markets and customer needs. They figure out what new skills and abilities their people need and the help them get them. Most importantly they build dedication by listening to their people and fully engaging them in the process. Wouldn’t every aspiring employee rather work in this constructive environment?

Employee Engagement



Michael D. Moore is the publisher of Management By Delegation and is a veteran executive with 40+ years in the Banking and Insurance Industries. A devoted entrepreneur, using his business experience to provide resources for managers and leaders at all levels. For the last 5 years, he has built a growing web presence for helping people with personal and professional development. To learn more about these advanced concepts & join our group Click here 5 Must Have Management Skills

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