8 Ways Engaged Employees Can Be Remarkable
There's a great article in Inc. about the 8 Qualities of Remarkable Employees.
Two traits in particular jumped out at me:
- "They ignore job descriptions. The smaller the company, the more important it is that employees can think on their feet, adapt quickly to shifting priorities, and do whatever it takes, regardless of role or position, to get things done."
- "They publicly praise. Praise from a boss feels good. Praise from a peer feels awesome, especially when you look up to that person.Remarkable employees recognize the contributions of others, especially in group settings where the impact of their words is even greater."
Needless to say, remarkable employees are engaged. They also give discretionary effort. More importantly, they erase the lines of the org chart so that they can connect with, collaborate with and congratulate the right people to get the job done in pursuit of the organization's goals and so they can build a personal legacy.
While we're enamored of all the traits on Jeff Haden's list, we need to ask ourselves as leaders and communicators if we're doing all we can to create an environment where every one of our employees can be remarkable. The reality is that the discerning knowledge worker has an expectation that their employer will create this type of environment for them and may weigh heavily in their decision to be productive when they're on the clock or whether they leave your company altogether.
To that end, our own list of 9 Tactics for Employee Engagement - offered recently as part of HR.com’s virtual conference on Rewards & Recognition - is worth a look as a primer on how you take the first step on the path of remarkable, which is getting employees engaged.
In addition, if you're interested in the impact allowing an employee to build their personal legacy can have on your company, I encourage you to read our free whitepaper, "How Personal Legacy Propels Enterprise Success."