“Dunder Mifflin Scranton.” If you’re smiling, you recognize this fictional workplace from “The Office”
television show where the hilarious characters and the bumbling boss, Michael Scott, make us laugh.
We know his intentions are good, even if his actions are silly. We can relate — knowing what it’s like to
belong to one team, while wishing we were on an entirely different team.

We’ve all experienced moments of deep commitment to our company, only to feel like quitting at other
times. What changed?

Knowing what causes employees to disconnect and re-engage is one of the most important
management challenges business owners face today. As a consultant who helps organizations transform
the way they hire and manage talent, I often help leaders keep employees engaged to maximize
productivity and retain top performers.

Whether you’re running a small company or leading a large department in a global enterprise, you face
the same challenges and opportunities in maintaining a motivated workforce. How do you keep your
employees connected and engaged during these uncertain times?

In today’s do-more-with-less workplace, this challenge provides a vital opportunity for leaders. Now is
the perfect time to connect the head and the heart at work.

Fusing generations

We have four generations working together for the first time in our history. This fusion of cultures
means employees have different perspectives and motivations. While once it was fashionable to live for
work, today’s workplace must balance work and life with a greater acceptance of individuals’ goals and
preferences.

Employee engagement requires an individualized approach driven by line managers with less top-down
communication from senior executives and headquarters. Employees of all life stages want more. While
every generation is motivated by different values, here are proven ways to increase engagement among
your employees:

• Creating a culture of trust. Open communication is the key to creating a sustainable workplace culture
  where trust grows. Transparency builds trust. Dialogue builds trust. Implement a communication plan
  that tells your team what you know and what they need to know to excel. The more trust you create
  with your employees, the more commitment you generate in your workplace.
• Communicating and collaborating. Employees feel most positive about their work when they are
  encouraged to share ideas, participate in project teams, attend team meetings and recognized publicly
  for their efforts.

Hold a daily huddle and speak to the day’s priorities and yesterday’s successes. Host a cross-functional
forum to discuss ways to improve performance across departments. Employees want to hear news
about the company and impending changes from their boss. Seek information from your manager about
the company’s strategic direction and share with your team. Communicate in a consistent, substantive
and interactive way.

• Being a career coach. Employees are most engaged when their leaders provide clear guidelines for job
  performance. Position employees in roles that match their skills and provide the support they need to
  fulfill their responsibilities.

Promotions and raises are not the only ways to motivate employees. Lateral moves, special projects and
career conversations all demonstrate managerial commitment to professional development.
Regularly meet with employees to help make their goals real and actionable all year round — not just at
review time. Ask how they are feeling about their own performance. Create a career path for every
person and coach each employee as they move along their path.

• Knowing your audience. Does your communication style effectively engage your employee audiences?
  Are you using the optimum communication vehicle for each message?

Gen Y loves technology. Twitter, Facebook and Google are part of their DNA. Some companies block the
use of technology in the workplace in an effort to control the environment and “force productivity.” This
actually takes away one of the most compelling tools the younger generation uses to stay current,
leverage information and gain knowledge.

Accept social networking and partner with IT or corporate communications to create guidelines.
Embrace the change, but do so appropriately.

Avoid e-mail and text messaging when communicating important news or change. Speak openly and
honestly when you can. Managers should share their own concerns, while exhibiting confidence in the
company’s direction. Put your ear to the ground and really listen. You may be surprised by what you
learn.

Creating work rewards

Look for low- and no-cost ways to create a culture where peers see individual contributions. Invite
employees to special events hosted by senior leaders. Create stretch assignments for high-potential
employees. Recognize exceptional performance with no-cost perks. Employee engagement doesn’t have
to be expensive or elaborate. Just implementing these simple solutions can have a major impact on your
company culture.

Lubitz is a managing partner with Atlanta-based inTalent Consulting.
Article may be found at: http://www.bizjournals.com/atlanta/stories/2009/09/14/smallb4.html?page=all