Where does your responsibility to keep your employees end, and their responsibility to speak up start? Let’s sort that out in the next 20 minutes or so! Why is that important for business? Trying to help an employee who seems unenthused find...
Where does your responsibility to keep your employees end, and their responsibility to speak up start? Let’s sort that out in the next 20 minutes or so!
Why is that important for business?
Trying to help an employee who seems unenthused find their spark for work can be important to help retain your staff. But maybe it’s not your job to fix something without even knowing if work is the problem.
Reading other people’s energy is a skillset, but at some point, you have to trust the person to communicate their own needs. If your spidey sense is going off, ask them. But you have to be able to trust what they do (or don’t) tell you. You have to let them handle their own business. Make it clear that you are available for the conversation, and then trust them to do with that what they want.
In the Blessing White Engagement Model, we see this often overlooked piece – role of the employee in their own engagement.
Like with parenting, it’s your job to expose them to things to see what lights a spark, but it is not your job to find what sparks for them. At some point, they have to pick up the mantle. They have to help co-design what comes next.
Other resources mentioned
Blessing White, Engagement Model: https://blessingwhite.com/wp-content/uploads/2018/11/Employee_Engagement_Capabilities_Brochure_2019.pdf
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