When you work any type of construction job and use a power tool with an extension cord, you learn to tie the two together so that they do not become disengaged. If the tool is not connected to the power source it will not work, and the job cannot be accomplished.
People are the same way. They need to be connected or engaged in order to do the work and get the job done. A Gallup Poll of employee engagement divided workers into three categories: engaged, disengaged, and actively disengaged. Those who were engaged cited employee recognition as the number one driver of engagement. It is the best way to make people feel valued and to motivate them to give their all. And that recognition can come in a variety of ways. I remember my first training camp as a college football player and running a play vs our starting defense. It was a Swing Screen that had me pass set then sprint out down the line of scrimmage to lead for a delayed swing of the running back out of the backfield. The Safety filling the alley never saw me coming and it was the type of block you usually only dream of. As I excitedly returned to the huddle, I was met with a hug from our OLine Coach, a high-five from our Offensive Coordinator, and a stare coupled with nods of approval from our head coach.
To be very candid, during that first week of 3-a-days, I was contemplating what I was doing there and questioning my ability to ever play college football. I was low on the depth chart, recovering from a season-ending injury and three surgeries between high school and college. Quite candidly, given all I had endured, it was difficult seeing a path forward. That Gallup Poll would have categorized me as disengaged. Then that Swing Screen was called and those coaches gave me what I had longed for, recognition which led to a feeling of connectivity. Four weeks later, I made my first college start. Two years later, I was voted a team captain. That play and those coaches’ reactions turned the tide of my college career.
Some of you may recall the comedic commercials of “Terry Tate, Office Linebacker.” Thankfully we don’t see the kinds of hits I put on that safety unless it’s a spoof like Terry Tate, but we do see folks in all sorts of offices, worksites, or other scenarios doing their jobs every day. In some cases, though an otherwise mundane task, our recognition of their efforts has the potential to shift their mindset the way my coaches shifted mine. Thanking the cleaning crew for keeping the office neat and clean, thanking the lunch lady for serving with a smile, or anyone else doing a job well that might otherwise be taken for granted. Hugs, high fives, pats on the back, nods of approval, and words of affirmation can all be quick and easy ways to give employees or team members the recognition they need to feel engaged and get the job done.
Coach Rich Alercio is available to discuss coaching philosophy, X’s & O’s, or teach his O-Line “techniques in the trenches.” Contact Coach at richalercio@gmail.com and share http://www.olineskills.com with your colleagues and friends. Thanks for supporting this blog and joining our conversations, and as always, thanks for your time!
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