If you’ve lived longer than a few years, then you know that change is always happening.  Beginning with your early education; the change from pre-school to elementary school, and then to high school had lasting effects on your personality and character.  Many experiences with classmates and teachers, may have shaped you into the person you’ve become today. Beginning with elementary school, in many schools, fifth-grade students read books to the first and second-graders in the library. This practice aided both the older and younger students in developing social skills, leadership, followership, and of course, reading and comprehension.  The same held true in high school, where seniors mentored the freshmen, ate lunch with them, and gave tours around campus.  Similarly, in your work as a senior executive, you appreciate the role of your managers, and see the position as a great way to sharpen their skills in leadership, communication, and problem-solving.  You know best, probably because you’ve walked in their shoes, and realize that managers often find themselves in the position of supporter and cheerleader for team accomplishments and promotions, but also as counselor, mentor, and sounding board for employees that are stressed or discouraged.

Unfortunately, employee stress levels sometimes increase due to organizational changes. A side effect of stress is oftentimes, low morale; which creeps in, like water through a crack.  It becomes evident in employee lack of participation in activities, slowed production, and low attendance.  Yet, the outcome doesn’t have to be a moldy disaster or mass exodus.  There are engagement tools executives can use to combat the effects of low morale.  Sometimes, when organizations experience high turnover, flattening revenues, and low customer satisfaction, they check the team’s proverbial temperature with surveys and small group settings.  Studies show that when employers say and show their genuine concern for associates well being, and employees believe the concern is sincere, they will respond with increased enthusiasm, reduced absenteeism, and increased productivity.

As a member of the leadership team, one part of your role is to provide your managers with valuable tools that will help them successfully navigate the waters of the employee experience.   Here are five powerful tools that will elevate employee engagement, and boost morale and productivity today!

1. 1. Model for your managers, how to start the conversation that the leadership team values their efforts, and is asking associates for ideas on achieving more individualized success.  Examples of questions to get things started; what are the speed bumps that slow your day, is there a new skill that you’d like to learn, would continuing education coursework be helpful, and what software programs could be helpful?  Remember that associates are the best resource for identifying needful value adds related to administrative support, technology, and processes.  This is the tool of team skills, use intentionally.
   2. Share a meal with the associates! Encourage your supervisory team to celebrate, and openly acknowledge the task-related accomplishments of their direct reports. The next step in this chew and chat is open dialog surrounding opportunities for improvement, and departmental growth.  Including associates in the conversation, demonstrates that their insight is welcomed, and valued.  This is the tool of team outlook, use purposely 
   3. Leaders in the workplace have been granted an incredible opportunity to be a shining example of commitment, hard work, and ultimately, reward.   A great way to get associates excited about their career path; have managers engage the team by initiating conversation on the topic of showing up, with their best talents, best skills, the best attitude of success, and finally, how that translated into a promotion.  Ask team members the following questions: how can we best serve our customers and colleagues, in what areas can leadership increase and elevate its service to the team, what type of communication works best, and lastly, what data, tool, or technology is missing from your daily experience?  From here, have managers encourage open dialogue, then follow up in thirty days with success stories that were realized as a result of the commitment to intentional actions.  The organization’s pledge, and past performance of promoting from within, set the proper expectation for the anticipated outcome from associates, and the organization.  This is the tool of team pledge, use graciously.

“I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.”

— Maya Angelou

4. As a senior executive, you are often tasked to create and implement strategies that benefit shareholders and stakeholders.  One way to satisfy this tall order is to gather your team of managers and chat about ways to add value to the employee and customer experience. First, introduce the idea of partnering with human resources to provide skills analysis and advancement opportunities, and career growth tools. Second, introduce the idea of brainstorming with operations on ways to increase production, and decrease lag and downtime.  The paramount message to your managers is that foundational support of employees begins with leadership.  Your insight, as the executive, is an extension of the organization’s values and goals; and this meeting further strengthens your teams’ confidence in you.  This is the tool of team solutions; use it patiently.

5. Rally your troop of managers, and have them schedule small group discussions about why this is a great organization! Share details about new and underutilized benefits available to employees.  For example, your employer may offer gym memberships, credit union accounts, airline savings, etc… Sharing these untapped resources further iterate the organization’s commitment to supporting employees inside, and outside the office.  This is the tool of team support; use it with care.

6. The absolute, best way to show your direct reports how much they are appreciated, is to celebrate! Have a pep rally and a parade! Bring in cheerleaders, and a marching band.  Give away vacations, staycations, excursions, fine dining, orchestra, and professional sporting event tickets. It may sound silly, but when you think about cheerleaders supporting a team and engaging fans, there are many similarities to a manager’s role.  Therefore, during the festivities, instruct the leaders to give a trophy to each associate that’s related to accomplishment or best practices.  Consistent employee engagement will increase morale and confidence.  This is the tool of team celebration; use it often.

As a senior executive, this is your opportunity to equip managers with valuable tools and resources that will elevate the overall employee experience, and increase productivity.  Ultimately, you are building teams that operate at the top of their game with drive, focus, and purpose. Don’t miss the moment!