Three Ways to Create a Culture of Engagement

Savvy business owners know that employee engagement has to start at the beginning of an entrepreneurial effort. It has to be a part of the culture created, communicated through the hiring process and cultivated in how employees are developed and how their engagement is encouraged.

Reesheda and Darrel Washington know this, which is why last week, after their brand new business closed its doors for the evening, L!VE Café and Creative Space was open for team development. I was privileged to facilitate the training and witness firsthand their intentionality about creating, not just a coffee café, but a transformational and inspirational space for “courageous, authentic and abundant L!VING” for their customers, the larger community and most importantly, their crew.

The L!VE crew was as engaged and open as I expected, so much so that the training spilled over the allotted time. Toward the end, one team member asked an unexpected question of the owners …”Why are you doing this [training]?

I found the question poignant because it implied so many more questions…
Why do you care so much about your employees?
Why is it important to know the individual and collective strengths of your team?
Why is the development of your staff so important?
Why were you working so hard to create a team?
Why are you submitting yourselves to training you could conduct?

Why…?

The question also implied the behavior was abnormal, which unfortunately, it is. Many companies claim customer service is a top priority. Many claim to care about their employees. Many claim to want more engaged employees but they don’t prove their claims with actual action.

The way Reesheda and Darrel answered these questions reflect so much about their desire to live their purpose using their God-given talents. It also indicated their understanding of how their employees’ engagement impacts their bottom line. Here’s what I heard:

Get to know and care about your people.
People know when you care about them. We have a sense from the oldest part of our brains about who is safe and who is not, who has our best interests at heart and who is looking out for himself/herself only. And we are less likely to be enthusiastic about the latter! So find something that you can celebrate and appreciate about each member of your team.

People won’t care how much you know until they know how much you care.” ~ Either Teddy Roosevelt or John Maxwell!

Take care of the people and the people will take care of the mission.
This is one of those lessons I was first exposed to at my very first Air Force assignment. It made sense to me then because I wasn’t the one doing most of the work!

I saw the Washingtons demonstrate their understanding that, as the leaders, taking care of their people entails much more than providing the resources needed to get the job done in a relatively safe physical environment. They are actively providing their team opportunities to grow, providing recognition for a job well done, providing honest feedback when needed, and providing an opportunity to do something else when necessary! In other words, they are actively and deliberately developing their team.

Demonstrate your culture.
Teams tend to model behavior based on behavioral cues from the leader. And there is nothing like taking the time to participate in a training session to demonstrate the importance of individual and collective development to your team. In this instance, the fact that the Washingtons submitted themselves to training they could have conducted themselves, also powerfully demonstrated their dedication to their own continuous growth and improvement.

If you’re a leader who is not intentionally creating an environment that encourages your employees to care about the company, I have a question for you …why?

Renita Alexander, Leadership Unlocked

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