Today was a great day at work. I arrived at the client site knowing that a sizeable chunk of our project might be tabled. I had been asked to come with my carefully planned agenda, but also had been told to be ready to “wing it.” Sure enough, the implementation plan was turned upside-down.
We spent much of the day charting a new course of action, scoping out materials to reflect the scaled-back plan, and revising a slide deck to use in our mid-afternoon kick-off with the client’s colleagues. I had to listen extra carefully, think extra quickly, be extra creative, and remain extra flexible as the client’s needs shifted. I left with extra to-dos and an extra-tight schedule, too.
Yes, a great day. Why? I like to be challenged. I like being in the expert role—doing what I do best, building on and distilling ideas. The client appreciated the spirit of partnership. I believe that our work together could help them double their size in three years and meet Wall Street’s expectations. And it looks like we’ll get two new projects that could more than replace the revenue lost from the side-lined work.
You, too, have great days at work. They may look different from mine, but I know from our workplace research that your great days are personally fulfilling and beneficial for your employer and customers.
That’s full engagement. You know what it feels like when you’re building your skills and knowledge, using your talents, doing meaningful work, pursuing your goals, and delivering extraordinary results.
To be engaged more often, you need to figure out the ingredients in your great days. Think of your last great day at work. What were you doing? With whom? Where? For what end? Why would you like to have more days like that? What can you do to make them happen?
Here’s some ways to help you manage your engagement and replicate great days:
1. Know what matters to you. If you aren’t clear on your personal aspirations and motivators, you can’t satisfy them on the job. You won’t find meaning despite your employer’s compelling mission or the nature of your work.
2. Know what matters to your employer. It’s not only about your satisfaction. You need to be a top performer. But you can’t go “above and beyond” if you don’t know what the organization needs from you (and why). Market conditions and strategies can change overnight, so check in often with your manager. Recalibrate to focus your energy and talents on the very top priorities from your long list of to-dos.
3. Build on your strengths. One of the co-founders of BlessingWhite always said, “If you address only your development needs, you’ll die a very average person.” Find out what you do well (and like to do). Get better at it. Demonstrate the value you can add. Likewise, be sure to fix any weaknesses that are career liabilities or impede peak performance. Average work can’t sustain full engagement.
4. Commit or quit. Choose to be a star. Choose to connect emotionally. Leverage the things you can control in your work environment that will support your best work. If you’re shaking your head as you read this, do yourself a favor: Find another role.
Hanging on to a “good job” when you are disengaged is a bad strategy. Indeed, you spend thousands of hours each year on the job, so make them count. Why plod through them feeling miserable or undervalued—or even just okay? Sooner or later dissatisfaction at work spills over to affect your personal life. Ugh!
Bottom line: Choose to be engaged.
