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J.B.S. ASKS...
How do I improve a manager from
merely collecting his paycheck to making
him or her truly invested in the
organization’s success?
THE STAFFING DOCTOR ANSWERS...
“Engagement” is a hot topic. It’s a
new way of saying, “How do we get
them to plug in and fully apply themselves?”
The answer is as old as humankind:
it’s accomplished through
relationship building, and if you’re
looking for “proof of life” of that concept,
look no further than the success
of Facebook, LinkedIn, or Twitter.
People want to be plugged in.
The shortcut to improvement is to
overcompensate for past shortcomings
with Growth, Recognition, and
Trust. According to many experts,
these are the three bedrocks of employee
engagement. Become fiendish
about offering professional growth
opportunities, provide oversized
recognition programs, and transform
yourself into the most trustworthy
(from within and without) organization
in the industry.
If you are looking to improve your
manager engagement ratios and you
can’t swallow the Big Three in one
bite, then take a Vegas approach
and increase the odds in favor of
the house. In our current world of
apps and clicks, you’re not just after
job performance; you’ll also need to
seize attention and interest. Sorry,
but a rule book, time clock, good
intentions, and paycheck are not
enough to produce riveting engagement.
Your odds of engagement
success increase with every point of
easy participation that you create
into the collective/us rather than the
individual/you. You need engagement
“Easy” buttons.
Here are a few basic questions to
get you headed in that direction. Do
you have an on-boarding video of the
perfect customer/guest experience
from start to finish (clear wins for
managers from the start)? Are you
offering managers subsidies/scholarships
toward professional grades/
designations? Have you leveraged your
manager crowd-sorcery into “Scout
Troops” (Talent Scouts to find fresh
talent, Menu Scouts to find new menu
items, Idea Scouts to push innovation,
Safety Scouts to help reduce accidents,
etc.)? Do you have an “Easy”
app for at-large volunteerism? Might it
be time for an internally facing Manager
Concierge, answering questions/
fielding concerns/at-the-ready with
helpful in-house navigation?
All in all, if you seek to increase
manager engagement, you must create
“Easy Us” participation points
that engage the Body, Mind, and Spirit
of your managers. Come to think
of it, you might not want to leave
anybody out of that invitation.
Chase LeBlanc is the founder and CEO of Leadagers,
LLC, and is a hospitality management performance
coach with more than 25 years of experience. He is
also the author of High Impact Hospitality: Upgrade
Your Purpose, Performance and Profits!
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