How Effective Managers Keep Their People Engaged and Onboard

Management is all about supporting, guiding and empowering individuals to create cohesive and effective teams. Getting your people on board and keeping them with you is, however, one of the biggest challenges managers and leaders face. Here are five tips to help you with this.

1. See things from your people’s point of view

In the rush and push of a busy week it can be very easy to focus only on the goals and challenges rather than on how each individual in the team may be coping.

It’s essential, therefore (especially if, according to your Everything DiSC® profile you have a dominating (D) management style!) to find a quiet space for a one to one and to be able to ask questions such as, “How’s it all going for you personally?”

Open questions like these give people the opportunity to talk not only about roles, responsibilities and deadlines, but also about how they feel.

2. Check the trust is there

If someone does not trust their manager, it’s almost impossible for them to say so in public.

But if there is a problem, wouldn’t you rather know?

Whilst it may sound odd, it is important that you make it easy for your people to challenge you and even complain about you.

Start to build therefore a responsible 360̊ feedback culture where people can have their say and not be criticised for doing so.

And you should support your team members so that they can give the feedback using the right kind of language, at an appropriate time and in a considered way that is not personally critical.

3. Manage your own ‘busy’

If, as a manager, you appear to be constantly busy, this will only make your people feel that they’re unable to ‘bother’ you if there is a problem.

Also, if you’re always out and about it may be hard for you to really know what’s going on.

Because sometimes, they just need you around, it’s important to build in time to simply be in the office and with your people.

This is especially important when your DiSC® profile identifies reserved and conscientious (C) styles in the team or driven and results focused (D) styles.

4. Ensure they’re being developed

To be successful, everyone needs to feel comfortable and confident but also challenged.

A structured personal development programme for each employee is very important therefore if you want to keep them with you, rather than having them looking over the fence and to the next role.

This structured approach is important for everyone but especially for your outgoing, optimistic and high-spirited team members (the people that DiSC® would profile as having an influencing style and being typically less structured! (i).

5. Be human

A real barrier to achievement for many people is the fear of getting things wrong and then being criticised.

In a way that’s odd, because from time to time we all get things wrong.

So whilst it’s your job to minimise any mistakes, if you can be open and honest about what did not go quite right for you (and of course, how you’re now correcting this), your people will feel more connected with you.

Management development

The Everything DiSC® Management Profile from Wiley helps you adapt your management style so you can bring out the very best in your people.

Take a look at this sample copy.

The profile provides a 26 page personalised report which includes a detailed personalised behaviour assessment, as well as techniques to help you as a manager to:

  • Extend your strengths
  • Overcome your weaknesses
  • Make better connections with other people
  • Improve your own and your team’s effectiveness.

For more information, please call me (Julie French) or email me.