Rules of Engagement: Nine Minutes On Monday

Since ruHRelevant? was started in July 2012, we have stressed how critical relationships are when it comes to employee performance. I’m not a proponent of managers trying to be buddies with employees, but a certain level of trust and rapport must be established to have a truly productive and engaged workforce.

Leaders cannot manage unless they know what makes their people tick, what motivates them in that specific environment, and what their career goals are. But one step further, they must know how those goals tie into the mission of the organization.

20140124-204413.jpgIn Nine Minutes On Monday, James Robbins draws the perfect road map on how to build these relationships by taking 9 minutes a week for planning and execution to help foster this very trust.

The charge from Robbins is to take a few moments on Mondays to plan out the development of your employees. Not just a blanket “I’m gonna develop folks this week!” but pinpointing who and what kind of attention each individual needs to be successful.

On Monday, most managers (smart managers) are planning out their week;

  • what goals need to be met
  • which deadlines are most critical
  • which review they must deliver

But equally as important is taking time to map out which employees need your attention that week not just based on production or an issue, but determined by

  • Who haven’t I had a chance to speak to?
  • Who do I need to know a little better?
  • Have I asked that employee what they might need specifically from me to make their job easier or more meaningful?
  • Have I uncovered this employee’s workplace or developmental needs based on conversations that we’ve had?

The book begins by helping leaders to understand their role; whether they are meant for management or are they merely someone that was good at doing the job. Once it’s established that you’re meant to lead, the book, that has nine chapters representing the nine drivers of employment engagement, helps you create small actionable goals that will help you to inspire and motivate your staff.

My favorite excerpt of the book sums in up wonderfully…

“While sending your employees off to seminars and and courses will be an integral part of their development, nothing beats the day-in and day-out coaching and mentoring by you, the boss. Most employees do not enjoy the experience of ongoing development because their manager is not sure how to do it or because the manager is just too busy and has not established it as a part of a routine.

Coaching your employees does not have to be complicated as some would have you to believe, nor does it take hours of your time in face-to-face sessions. Great coaching is quick, on the fly and practical.”

It Has To Become A Part Of Who You Are
Aristotle once told me that “We are what we repeatedly do. Excellence then, is not an act, but a habit.” Managers want excellence and they want it consistently. But managers must come to grips with the fact that just expecting great performance is not enough. It must be shown, taught and then shown some more. And in order to achieve the desired results, managers must carve out the time to individually and collectively show their employees what this looks like, repeatedly!

Because I want you to purchase copies of the book, I won’t share all of the techniques but I’ll give a sample of some of the questions to ask during your weekly planning for engaging your employees without sacrificing all of your time:

Question #4 – Whom will I give a 2nd paycheck to this week? (Connecting purpose to pay)
Question #6 – How can I help someone grow this week?
Question #9 – What model do my people need from me this week?

20140124-204619.jpgTaking these Nine Minutes requires true self-reflection from a management standpoint before going in to engage employees. They cause one to ask, “What can I do to positively impact and affect my people?” Well thought-out action, without committing too much time…resulting in true engagement. Not engagement that tries to trick employees to climb, but engagement that helps them find the motivation within themselves to keep climbing and to stay the course! And helping them to find this motivation is going to take a consistent investment into each individual.

It only takes Nine Minutes On Monday to invest in your people. Make all Nine of them count!

Special thanks to James Robbins and his team for reaching out to me and providing me with this opportunity!

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2 thoughts on “Rules of Engagement: Nine Minutes On Monday

  1. This is very resourceful and I see how these techniques or “habits” could greatly improve the flow and morale within the working environment!

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