Four Key Steps Towards Better Staff Engagement

Or how to encourage staff not to leave their brain at the workplace front door 🧠

Today, I thought I would share with you an excerpt from my presentation on the most effective way to engage (or involve) your employees, team mates or coworkers willingly in helping you and them achieve outcomes. In short – creating an environment that will produce those elusive “unicorn employees” or what I like to refer to as “diamonds.”

The Engagement Diamond – Strategic Teams

The four key steps, or elements, are based on what I have discovered along the way when it comes to leading and engaging people. They are tried and true methods regarding bringing employees (and club members) together to deliver outcomes that fit comfortably in a “diamond of engagement” which is relatively easy to remember.

The four elements of the Engagement Diamond are:

  1. Embrace Leadership.
  2. Keep Staff (employees, contractors, free lancers) Informed.
  3. Promote Collaboration.
  4. Support and Develop

With each element below, I have described what the element is and then provided examples of the key concepts that underpin each element, along with the context for each concept and “tools” or approaches you can facilitate and implement with your teams.

Embrace Leadership

Staff Are Informed

Promote Collaboration

Support and Develop

An Example of Engagement in Action

My role in the above program at the City of Kalgoorlie-Boulder was to develop a process of engagement to reduce staff turnover and also lead the roll out of such a program across the organisation. The result was a highly effective outcome. Employees begin to enjoy work again, there was reduced burnout as diminished teams were no longer under strength, and families became actively involved in many staff fun days and events that were not on “offer” before.

Do you have an engagement story you would like to share?

10 thoughts on “Four Key Steps Towards Better Staff Engagement

  1. Sean, it is a marvellous insight. I liked your “engagement diamond” concept. I can very well imagine how wonderfully you might have made your presentation. Thanks a lot for sharing!!

    Liked by 4 people

  2. So many good points. I know I certainly appreciate being informed as an employee. When changes happen without warning or I discover a policy by breaking it, I get really frustrated. By contrast, when I know that change is coming and why, I can help support it.

    Liked by 3 people

    1. Thank you for your comments, Ceri. I don’t know why so many leaders and managers forget this, but they do. I remember the first time I ever brought four very diverse branches/departments heads together I had direct responsibility for (that’s code for the areas that no one else wanted and were extremely difficult to manage, but critical to the organisation). I knew instinctively it was what I needed to do, despite feeling worried the four section heads would be resistant due to the diversity in their responsibilities. The end result: success, because they embraced the notion that their experience would help each other and not only that, I wasn’t having to replicate messages, policies etc to these different areas numerous times. It allowed us to roll out information very quickly and so keep all of my staff up to date.

      Liked by 2 people

  3. Another awesome good article from you, Sean. I always take my own money to treat my team whenever we have something to celebrate. Even if it is just because of a bad day. It doesn’t take a lot of money but the reward is huge!

    Liked by 3 people

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