Most seasoned executives understand that cultivating and supporting high levels of employee engagement is the cornerstone to a healthy workforce and excellent morale, but the million dollar issue is: how? As a corporate trainer who has counselled leaders and teams for more than a decade, I’ve discovered that the secret to employee engagement is having leaders and organisations that intentionally try to engage and feed both the intellect and the heart on a constant and simultaneous basis.

What strategies does a leader use to engage both the mind and the heart?

Engaging the head is more natural in most cases. Managers are trained to inquire about their workers’ performance and to continually analyse where they may want training or other assistance in relation to their jobs, projects, company objectives, and the general industry. Managers hold frequent team meetings, send reports, assign assignments, hold training sessions, and spend the majority of their time communicating in a way that engages the brain. Unfortunately, while engaging the heart is not as simple or obvious for most managers, it is a more important component in building genuine employee engagement.

Most essential, get to know your team as individuals rather than simply coworkers. At least twice a year, have one-on-one meals with each member with the stipulation of “no work conversation.”

Extend the concept of the “no work discussion lunch” to the entire staff and sponsor at least one group lunch every month.

At least twice a year, ask each team member to discuss what they enjoy and dislike about their job. Also, inquire about their personal and professional passions so that you are aware of their actual interests/passions and may search for ways to incorporate them into their job assignments and other activities.

Create regular chances for acknowledgment (rather than waiting until the completion of a large endeavour). Consider starting team meetings with a five-minute praise session where team members may recognise each other’s hard work.

When assigning project/task assignments, attempt to tap on an employee’s inherent abilities and passions as much as possible. Allow them a set proportion of time to concentrate on a specific project that taps into their passion if you are unable to give a job that is a good match.

Conduct regular team-building getaways to encourage workers to form bonds with one another and to avoid cliques.

The top managers don’t consider heart engagement to be a distinct task. Instead, they see it as a critical component of meaningful employee engagement and devote as much, if not more, attention to engaging the heart as they do to engaging the intellect. Engaging the head will, in fact, get the job done. Engaging the heart generates enthusiasm for the workplace; engaging both generates actual long-term commitment.

Share This Story, Choose Your Platform!

Join Our Mailing List

Be the first to be informed of our latest blog posts and special offers. Join our mailing list today!