Ramping up team engagement (an “H” factor indicator) is one of those activities that many talk about but few know how to start. That is because developing employee engagement is one of those "soft" skills that they don't tell you about when you move into a leadership role. It is a big area of concern because the research and data on this area is alarming - according to Gallup global employee engagement sits at 18% and North American engagement sits at 33%! Think of it this way, at best you get one to two days’ worth of real engagement from your staff each week. Does that put it in a more tangible context for you? This issue is similar to the research that tells us that as humans we really only use about 10% of our brain's capacity. Decades of study have been put into trying to figure out how to tap into that other 90%. The good news is that with regard to employee engagement there are answers that are fairly straight forward and easy to put into place that will see your teams engagement soar!
Micro Meetings Starting At The End
Micro meetings are really an example of using many of the engagement tips we are going to discuss all at once. I am going to take a counter-intuitive approach with this set of articles and start with this rather than end with it. Why? Because it is something that every manager can start doing now without even knowing what the other techniques are. What will become apparent though, is that as you learn some of these techniques you will see how easily they can be inserted into a micro-meeting.
This is also counter-intuitive in that adding another meeting to a schedule that is probably jam packed with meetings seems like a bad idea. I have consulted in companies where I added up my meeting hours and out of a 40 hour week I had close to 28 hours booked with meetings - and that was the norm! So I get it - adding a meeting seems like a bad idea.
What IS a Micro-meeting?
A micro-meeting is not your typical meeting. It is in reality a touch point during the day and not much more than that. Many places I have consulted they actually have micro-meetings although they don't call them that and don't even view them as meetings - but they are and that this the beauty of it! In one place the operations guys would meet outside the shop first thing in the morning for a "smoke" break. This is a routine they had done for years. They visit, joke, talk about sports or family AND talk about what is happening in the shop. They share problems and discuss solutions, plan for the day and then go to work. This is not formal, it is not planned and it usually lasts between 3-5 minutes! What is interesting is that the moment someone suggested a formal meeting at the start of each day the team balked at it as a waste of time - lol!
So a micro-meeting is exactly what these guys were doing - informally. Visiting, touching base, providing some social affirmation that they were part of the team (I wanted to throw some psychology in there to give that some weight!) and yes, discussing issues and brainstorming solutions. This should be organic and should flow naturally. Of course introducing the idea of a micro-meeting to the team is going to sound formal and anything but organic so here are some options.
Looking For The Setting
Look for times during the work day where part or most of your team tends to congregate. It could be at break around the water cooler, or for a smoke break or at the coffee shop/breakroom - you get the picture. If you are already doing this informally and did not realize it then great, if not then start and for the first while at least, just listen. Soon enough you will be invited to provide feedback on something I guarantee it. Again this is not about being sneaky but it is about avoiding "formality" and building a relationship (remember that “H” factor?). Look for when folks take a break and take a break with them. If you haven't figured this out yet you may need to do this a couple of times during your day just to make sure you have touched base with everyone on your team. In some cases what happens too is that people find out the "boss" is hanging with the group in the coffee room and eventually everyone wants to be there because it is an opportunity to have the "bosses" ear. Taking the time to just visit and listen is valuable on its own merit so if it stays at that level initially don't worry about it.
Take The Direct Approach
If those types of gatherings are not happening or don't lend themselves well to your situation don’t worry. It is okay too to take the direct approach. Work with your team to come up with a time that would work for a daily micro-meeting. Give them the biggest say on this as you will need their buy in and assure them it will never be more than a few minutes, 5-10 tops. Use it as a touch point but remember to also let your team visit a bit and do what you can to keep things as organic as possible. What you want from this micro-meeting are two things; first build relationship and second take the pulse for what is happening on the team. Listen to what they are sharing and facilitate getting them to come up with solutions when issues arise. Where you can, support those decisions. Keep it short, be supportive and its okay to provide some direction too when needed.
Keep it Short
I know I keep stressing to keep it short because it can get away on you. With one group when they started their meetings ran usually less than two minutes - I know because I timed them! But as the team and the manager became comfortable and they began to see the value in the meeting it got to the point where it ran almost 45 minutes. You will be tempted to go longer because everyone is going to be invested but you can now harness that investment at the more formal regular team meetings.
You may be thinking to yourself can 5 to 10 minutes really make that kind of difference in engagement? It does! We are going to look at how this fits into the other tips for effective engagement in the next few articles but you are going to find that your team is going to blossom with the attention and you are going to start getting information that lets you stay in front of issues rather than chasing them down with a fire hose. You will be amazed at how including the “H” factor on your team can make such a difference! Performance Leadership - Think About It!