Some employees may get the impression that their bosses are oblivious to workplace behaviours and what goes down at the workplace. They may even consider bosses out of touch with reality.
However, the opposite is probably true.
Bosses are usually careful with employing (and retaining) the most suitable people for the ideal job fit. The quality of manpower directly influences the productivity of an organisation. Instinctively, bosses should monitor the subtle movements and actions of their staff to perform an accurate assessment of their workplace performances.
Strong Interpersonal Relationships
Bosses will monitor the way employees react to their co-workers, clients, and organisational partners. Naturally, there will be some good days and bad days but employees should be able to keep their emotions in check and function professionally at all times.
Does an employee work with a policy of honesty and openness with team mates? Are break times spent in isolation or in the company of fellow colleagues? What is the level of initiative and commitment displayed by the employee when it comes down to organising/participating in group activities and team-bonding sessions?
LinkedIn CEO Jeff Weiner believes that communication is the top skills gap among major cities. He states, “this skill is critical, especially in jobs like sales development and project management.”
Nobody truly works alone within the professional sphere. Success often depends on meaningful interactions with others, and bosses are definitely going to watch closely to better understand the personalities of each worker.
Responsiveness could be tested in reaction to an email, phone call or a post-it note on the bulletin board. Employers will pay close attention to the response of their employees. Not every scenario is of emergency or requires prompt action but employers still wish to see some form of response – even if this means a simple acknowledgement of receiving the message.
Virtual Staffing company Belay’s CEO, Tricia Sciortino outlines some engagement methods that optimise responsiveness among millennial staff. These include providing employees with a strong sense of purpose and implementing a peer-to-peer platform where staff can receive feedback and encouragement from co-workers.
Responsiveness also underscores the sense of priority in employees. How do they respond to each task? How do they arrange the order of importance and how are systems managed while juggling multiple challenges?
Swift responses also have a practical aspect to it. Aside from demonstrating positive work behaviour, responsiveness also provides a buffer period for any changes required to avoid panic scenarios.
Proactive Contributions in Meetings
Meetings present the perfect opportunity for employees and leaders to share ideas and plans to help the organisation move forward. Employers will be assessing how well employees contribute during these discussions. Do employees rush through their presentations, have presentations that are too length, or make them concise for the benefit of everyone present?
Employers appreciate workers who can deliver unique perspectives and suggestions effectively with actionable follow-ups.
Kaya Ismail, the founder of marketing Agency Wordify, believes there are some slight measures that enable more effective meetings. Selecting the right participants and keeping meetings brief, will ensure that your employees are always looking forward to a meaningful opportunity that engages their talents.
CliftonStrengths (StrengthsFinder) in Employee Engagement
The CliftonStrengths (StrengthsFinder) is an online assessment tool developed to identify and develop the innate strengths of individuals. Each CliftonStrengths (StrengthsFinder) assessment detects the core talents of an individual, which can be maximised through specialised strengths engagement.
CliftonStrengths divides dominant strengths into 34 talent themes, which determine the best characteristics of a person and the way they naturally think, feel and act. This can help employees develop positive workplace behaviours the way they do best.
Research shows that strengths engagement with the CliftonStrengths (StrengthsFinder) method, results in employees experiencing six times more engagement at the workplace while enjoying three times the quality of life.
Strengths engagement is a way forward in enabling employees to maintain positive workplace behaviours and excel in their individual contributions and commitment to the organisation.
StrengthsAsia has helped many individual and corporate clients all throughout the region in identifying and maximizing their talents, in driving engagement and increasing motivation in their work and life.