How are you as a leader for employee engagement in climate-nature solutions?
Do you create employee engagement for climate-nature solutions?
How are you as a leader for employee engagement in climate-nature solutions? How do you as a leader inspire and motivate to employee engagement? My favorite questions are: Is the intention of your company on line with the deepest values of the employees? And – are people allowed to do what they are best to do every day? What if you ask your employees and followers: In what degree on a scale from 0-10 do you as employee - experience?:
1)You know what is expected of you at work?
A leader has to communicate clear expectations.
2)You have the material and equipment you need to do your work right?
A leader has to give access to appropriate material and equipment.
3)You have the opportunity to do what you do best every day at work?
A leader has to ask for the talents, what they are best to do, and give people opportunity to do what they are best to do.
4)You receive recognition for doing good work each week?
When people are given recognition when they do good work – it gives a good feeling and a wish to do more.
5)Some at work care about you as a person?
People like very much that some at work care about them.
6)Some at work encourages your development?
To encourage spreads optimism for the future.
7)Your opinion count at work?
When people are given a voice, seen, and heard - they feel they are included and worthy.
8)The mission or purpose of your company makes you feel your job is important?
When the intention and direction of their company is important for people – they are part of something important that is larger than themselves.
9)Your fellow employees are committed to do quality work?
To be part of a quality or winning team spreads a good feeling.
10)You have a best friend at work?
A best friend at work means people look forward to go to work.
11)Someone at work has talked to you about your progress?
To get positive feedback about their progress encourages people to do more progress.
12)You have had opportunities at work to learn and grow?
Development of employee’s competition gives meaning and desire to seek more.
Maslow and Panksepp:
Maslow’s 5 needs at work may be described that the empoyees – survive, are safe, included, respected – and allowed to unleash potential, self actualise and co-create solutions that spreads hope, enthusiasm and joy.
Jaak Panksepp says that people move away from pain: Rage, fear and grief – and move towards pleasure: Seeking, lust, care and play. The two roads may be described as: Pain: Fear – or pleasure: Love, compassion, peace. A company and leader may build on these principles.
Has the company you lead an important intention, vision and goal? How may it be changed to the next level of a climate-nature responsible company? Do you as a leader help your employees to succeed and to improve? What is your next level to motivate and inspire the employees and your followers?
Do you want to experience you shift brain network to lead for more employee engagement – contact for a noncommittal session helge.christie@gmail.com
Source for employee engagement:
Clifton Don, 2016: First, break all the rules. What the world’s greatest managers do differently. Gallup.
Christie Helge: Kreativ i ekstremvær:
https://www.helgechristie.com/butikk/helge-christies-15-bok-kreativ-i-ekstremvr-e-bok