It seems as if everyone is talking about engagement these days, including Family Friendly Schools. We are now a division of the Engage Institute and for the last several years have been helping school districts break down barriers and create cultures that engage staff, students, and families. We now know that presenteeism (being on the job but not fully engaged) is as big a problem as absenteeism.
Jessica Hagy is a popular blogger/artist who communicates with diagrams sketched on index cards. One of her recent posts boils down all the wordy definitions of engagement into a simple drawing.
In past articles and webinars, we have offered insights on how to turn clock-watchers into ambassadors. In this writing I would like to address a small, yet often abused group found in every organization - the overly engaged. You know the type. They are so "tuned-in" and dedicated to their work that they neglect family, friends, fitness, faith, and fun. They are the first to arrive and the last to leave. They take work home and miraculously end up with jobs no one else wants to do.
You are thinking, "So what's the issue? I would love to have a few 'problem' team members like this." I understand. As leaders we have all had days (or weeks) where we are tired of casting vision and rallying troops. We long for a few more employees like Susan, Jim, and Veronica who not only have embraced the vision, they work tirelessly to implement it.
The problem is that engagement is about valuing and respecting individuals for who they are, not just what they do for our organization. It is about authenticity and integrity. If I communicate to employees that they are valuable, yet allow (even encourage) an overly engaged employee to neglect health and relationships outside of work, what message am I really communicating to the team? This approach generates short-term success, but also long-term burnout and disillusionment.
Try the following strategies and watch what happens. Not only will you prevent the sudden departure of a worn-out worker, your actions will begin to break down barriers with your harshest critics. They may still have a problem with the direction you are leading the organization, but they will see you as one who truly values human resources. Leadership 101 states that people buy into the leader, before they buy into the leader's vision.
Strategies for Leading the Overly Engaged
1. Spread the praise. Recognize contributors who work to fulfill your mission, even though other priorities or their current “life-stage” prevents them from being the first to arrive and the last to leave. When a leader only rewards those with kamikaze-type dedication, others slowly resign themselves to being second-tier players who can’t compete with “whatever-it-takes-super-heroes.” Vary the praise you give the overly engaged by acknowledging other qualities besides time at work or managing multiple priorities. Say things like, “I really like the way you listened non-defensively to Jack’s feedback.” By spreading the praise in this manner, you send a powerful message to both those who need an extra push and those who need perspective. To one you offer hope that full engagement is simply giving discretionary effort to accomplish common goals and is possible for everyone. To the overly engaged, you offer a reminder that their value is multi-dimensional.
2. Encourage Diversity of Passionate Pursuits. Sometimes as leaders we just have to lead. I am not talking about a “you have worked so hard this week, take the afternoon off” kind of conversation. Why not include the following question in your annual review: “What is a personal goal that you would like to pursue this year?” Now when you interact with team members during the year you have more to discuss than work. “How are your Spanish lessons progressing?” “What book are you reading this month?” Many organizations encourage and allow time off for volunteer work in the community. Make sure your “leave it up to me” employee does not skip his or her rotation. Helping to build a home with Habit for Humanity or serving food at the local homeless shelter has a way of generating reflection, balance, and perspective.
3. Stay true to your own personal value system. Sometimes an overly engaged employee will attempt to make you feel guilty that you are not putting in the hours or energy that they expend day in and day out. Leadership is demanding and often does require long hours. Furthermore, setting boundaries is difficult, especially for those who have a hard time saying no. In spite of these challenges, do not allow others to hijack your deepest values and your commitment to family, friends, fitness, faith, and fun. Surprise your daughter or son by skipping an “important” meeting at work and joining them for their favorite activity without a cell phone. Call that old high school friend who you promised a cup a coffee and tell faded stories of youth and heroism. Inform everyone (including family) that you have an early morning meeting three days a week and go to the gym without guilt. Appointments with “you” are valid and crucial calendar items. Awaken your spiritual side and read a devotional that causes you to think about realities beyond the material. The results? Your productivity will soar instead of suffer. Others will see your authenticity and follow not because they have to, but because they want to. This is engagement at its best.
