CONVENTION CENTERS:
The Age of Engagement By Erin Jepson, CMP
Raise your hand if the beginning of Joe vs. The Volcano makes
you cringe as a manager. I see a few of you with your hand up. For the rest of you, take an hour and a half to watch the movie (again, hopefully) and remind yourself what we’re all trying to avoid when we make time for one of the most important things a manager does – engage our teams. If work around this topic is new to you, it would be easy to drown in a sea of information. Leadership training group after leadership training group have published their own versions of what employees need in addition to their paycheck and all claim to have the perfect formula for improving engagement. However, most successful plans focus on the Gallup Q12 Employee Engagement Questionnaire:
1. Do you know what is expected of you at work? 2. Do you have the materials and equipment to do your work right? 3. At work, do you have the opportunity to do what you do best every day? 4. In the last seven days, have you received recognition or praise for doing good work? 5. Does your supervisor, or someone at work, seem to care about you as a person? 7. At work, do your opinions seem to count? 8. Does the mission/purpose of your company make you feel your job is important? 9. Are your associates (fellow employees) committed to doing qual ity work? 10. Do you have a best friend at work?
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11. In the last six months, has someone at work talked to you about your progress? 12. In the last year, have you had opportunities to learn and grow?
Pretty simple, right? I have some bad news, it’s not. If it were,
would the American workforce be facing only 33% of employees ranking as engaged? Each one of the questions above requires very setting expectations, providing the right materials to do a job well done, recognition/praise, showing care for your team members, etc. Actually, 11 out of the 12 directly point to how you manage your teams. The best friend question is the wild card (but speaking from - ence when spending more than half of your waking hours in the The leadership team at the Oregon Convention Center has put a
lot of time and energy into moving the needle in relation to these 12 questions. We were very lucky to have the opportunity to participate in CAP training (coaching for awesome performance) and, most re- cently, in a series of day-long leadership training classes provided by Portland State University. These training opportunities stress the importance of not just directing a team but leading them to suc- cess through ongoing, meaningful conversations with your employ- ees, regular encouragement and recognition, and setting your team members up for success so they don’t have roadblocks they can’t break through no matter how hard they work to do so. In addition to this training, we sponsored a two-year Employee
Engagement Committee who was tasked with developing an ongo- ing program to help bring employees from all facets of the venue to-
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