Seven Simple Questions that Every Employee Must Answer to feel Engaged

 

 

engaged employees Seven Simple Questions that Every Employee Must Answer to Feel Engaged

By Donovan Grant

Do you rely on your manager to manage your career development?

Are you wondering how to get more fulfilment and engagement in your career?

Making progress and feeling totally engaged as an employee over the long term can feel like a daunting challenge. However, we have found that a few simple behaviours can make a huge difference to improve engagement.

It is frustrating to have to read minds

For instance, many employees are frustrated because they feel like they have to read their manager’s mind. They are unsure how well they are doing and what they can do to get better. The annual performance review is sometimes their only chance to find out, and that experience is so stressful and ceremonial that the setting is not ideal for making improvements.

Lack of ownership contributes to the problem

This situation is not completely the fault of management. In many cases, employees have neglected to take ownership of their career management so they end up trapped in the “us and them syndrome”. Instead of taking initiative and advancing their career, they struggle to get a sense of where they fit in the organisation they work for.

The solutions are simpler than you might think

There are many simple strategies to regain your engagement and get energised as an employee. They cost very little to implement, can be put into place immediately, and have huge impact on your career as well as your life as a whole.

For instance, one opportunity that many employees have – even at junior levels – is to manage their manager more frequently. Arrange informal catch-ups and get feedback about how you are doing against your goals. That way, you enhance your relationship and also you get greater insight into what is expected of you and how you can get better.

7 questions 150x150 Seven Simple Questions that Every Employee Must Answer to Feel Engaged

The seven questions

There are seven simple questions every forward thinking employee must answer and communicate to their managers. Just like with doing exercise at the gym, consistency counts. Small, regular and informal conversations about performance go a long way – especially when they include learning opportunities about different things happening in the company. The questions include:

1.  What do I want to achieve over the next 12 months?

2.  What am I doing well?

3.  What, if anything, can I be doing better?

4.  In what way, if any, does my manager recommend for me to develop?

5.  (If appropriate): What will happen if I improve (e.g., more responsibility, more time with leadership, more desirable assignments)?

6.  (If appropriate): What will happen if you don’t improve?

7.  Who and where do I need to seek help from?

While all of these questions are important, the last question is especially important. It shows that deep down the employee cares, and is not merely giving up responsibility or blaming the company for their situation.

Your engagement in your job starts from within and it’s time to take control.

Let’s be the change you want to be!

What do you think? What are your thoughts on being an engaged and energized employee? Please leave your comments below.

Help Us Spread the Word! Please let your Twitter followers know about this article; you might just help to save someone’s career.

AboutDonovangrant 150x150 Seven Simple Questions that Every Employee Must Answer to Feel EngagedDonovan Grant is a coach, mentor, blogger and speaker who brings his wisdom of over 25 years as an IT professional into coaching clients through leadership, business and lifestyle success strategies that are changing generations. He is a passionate and committed leader who believes that we all have the ability to help to make a difference in someone else’s life.

For more information about getting engaged and energised as an employee, and to take our free self-assessment about how well you are engaging, click here.

 

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