To help employees better connect to their purpose, ask them purpose-related questions during one-on-one meetings. Here are a few examples:

• What do you most enjoy about your work with us?
• Is there anything you wish you could contribute to?
• What do you value personally and professionally?
• How can I as your leader better support your purpose?
• What about your role are you most proud of and least proud of?

Retaining high-performers is absolutely key to the success of the organization. Top-performing employees drive the culture and achieve quality results. When conversing with these employees, try saying, “We want to make sure you are with us for a very long time. Is there anything that would cause you to think about leaving?”

Ask what high performing employees need to be a long-term employee; what can you do for them? Coach this individual to take on new responsibilities or reach new levels of performance.

Generalized appreciation doesn’t feel authentic and may even come off as just going through the motions. Instead, use details and be specific about the person and their actions. This will show you are really paying attention and value the receiver.

Collect customer comments that reflect the unmistakable value your organization provides. Share those comments with your team to open up team meetings or as a quick email to remind them of the difference they make by providing unmistakable value to those they serve.

64% of managers say they don’t think their own employees will be able to keep pace with skills needed in the future and only 20% have the skills needed for both their current role and their future career. Organizations can capitalize on their own employees to fill in any skills gaps by establishing a mentorship program. This can be more formal one-on-one mentoring, peer-to-peer mentoring, or group mentoring. Get started by asking your employees what they hope to get out of their future mentorship program.

What communication tools, procedures, or standards are causing a barrier in your workplace? Is there a better solution for that communication tool or process? Take the steps to reduce the barrier and increase the quality of the communication tool or standard being used.

When planning for the executive leader to host an employee forum, consider developing a theme and include costumes, role-plays, decorations, food, door prizes, and music. For example, if the organization’s focus is on overcoming obstacles, the theme could be ‘the Olympics.’ Senior leaders who present can dress up as athletes, and medals can be awarded to activity participants or those with outstanding results last quarter.

Once you’ve identified upcoming leaders within the organization, get to know them better. Identify their skills and what areas can be improved. During one-on-one meetings with aspiring leaders, ask for their input on how they can build their needed skills. Strive to provide upcoming leaders with additional opportunities to own key outcomes.

Ask employees you supervise what is one of their strengths or talents. Find a way to incorporate their strength into their responsibilities. According to Gallup (2014), focusing on individual strengths makes employees “six times more likely to be engaged.”

Employees appreciate most when recognition is designed by them and for them. Ask your employees how they like to be recognized and tailor their recognition accordingly. Consider implementing a peer-to-peer recognition program and let your employees construct the award ceremony or event.

Formal and informal conversations with individuals provide us with feedback we can immediately use to improve employee engagement. If an employee expresses a need for a tool to get their job done, provide the employee with a time frame for when they will receive what is needed. Follow-up on the information you gathered to close the loop.

Confidential information should never be shared in an email. Use the phone or a meeting for these discussions.

Today, examine one process you or your team uses most frequently to eliminate extra steps and identify ways to improve. The most effective processes are simple, rather than complex, and are revisited regularly for efficiency.

Invite a coworker to have a cup of coffee or bring them a small gift to celebrate a job well done or personal accomplishment.

“What is the one area in which you would most like me to place an extra focus?” and proceed to exceed their expectations.

Today spend more time with people who bring out the best in you, not the stress in you.

While giving critical feedback, remind the recipient that you believe in them and their abilities, the goal you are collectively trying to achieve, and the new information they need to drive to excellence.

Come up with a way to incorporate ‘FUN’ into a workday. To get people excited, you have to be excited. Why shouldn’t work be fun?

When someone comes to you with an idea, sincerely thank them for it. We give others value when we let them know their ideas are important.

Learn something new about an employee by asking them about their family or interests. Value is created when we show interest and concern for their well-being.

Welcome new members of your team before they begin their first day. People want to go where they are celebrated, not merely tolerated.

Ask your team how they stay motivated, engaged, and focused. Ask for their ideas to increase employee engagement activities. What would they like to see? Choose at least 1 idea and implement it within the next month. The perfect time won’t present itself. You have to just get started.

Ask your employees what they need from you (tools, resources, feedback) to exceed results, and give it to them or explain why you can’t.

Start today by sharing your connection to purpose with your team. Employees want to have purpose and do worthwhile work that makes a difference – remind them what this means for you by sharing your story.

When you are faced with a tough conversation, first consider your goals. The first is to solve the problem. The second is to do so without damaging the relationship.

Individually ask your team members a personal question today. Investing in the emotional side of your team builds the trust required to achieve excellence.

Make a commitment to have more productive meetings, by starting and ending all meetings on time today. Your team will thank you.

How do you get people to trust? Start with trusting first. Share a vulnerable experience with a colleague today that will begin building your relationship.

Whether it’s the strategic direction or leadership decisions, building trust in an organization takes a consistent demonstration of action aligned to words. It also requires that trust first be given. Do you trust your team to do what they say they will do?