We're talking about how to get your team and leadership career out of a rut with this one strategy around rounding with your employees regularly and intentionally.

JERRY’S SHORT: Unlocking Employee Engagement with This Strategy for Building Rapport, Recognizing Excellence, and Sparking Innovation – JS017

In this episode, we will look at a strategy that will unlock employee engagement by fostering rapport, recognizing excellence, and sparking innovation by finding out what employees want.

We're talking about how to get your team and leadership career out of a rut with this one strategy around rounding with your employees regularly and intentionally.

Employee engagement saw a decline from 2021 through today in U.S. workplaces. Furthermore, 29% of employees surveyed by Zippia stated they have not received recognition from their employer in over a year! You need to either show love or lose your people because people don’t quit their jobs they quit their leaders.

In this episode of Beyond the Rut, we will discuss the crucial aspects of fostering engagement and recognizing excellence in the workplace. Having meaningful conversations with employees connects with them on a deeper level than “How’s it going?” and simply asking about status updates on tasks. 

By taking the time to connect on a personal level and showing genuine interest in their lives, leaders can build rapport and create a platform for open communication. 

Leaders have an opportunity to empower the voice of employees by gathering employee feedback and asking them how to recognize the achievements of their coworkers. This not only boosts morale but also encourages innovation and growth within the organization. 

Here’s an overview on what to expect from this episode.

In this episode, you will be able to:

  • Plan and conduct your own routine of rounding with your employees
  • Gather insights on what is working well and what needs improvement
  • Identify opportunities to delegate projects to your employees that will boost their careers and improve the workflow
  • Provide genuine recognition to team members thanks to your employees

Rounding with Employees – An Intentional Approach to Connection

The concept of “rounding with employees” is a practice I learned from the healthcare industry and companies like Walt Disney. This intentional and outward activity involves leaders meeting with individual team members for 15-minute conversations to check in, gather feedback, and recognize excellence. 

Retired Walt Disney World executive, Dan Cockerell, was expected to connect with Cast Members come rain or shine every day!

By asking intentional questions and actively listening, leaders can gain insights into what’s working well and identify areas for improvement. 

You can earn extra emotional capital with your team when you take feedback from your employees and use it to publicly recognize employees’ achievements. A clear message is sent that says, “I not only heard you I did something about it.”

By implementing these strategies, leaders can unlock employee engagement, foster innovation, and create a workplace culture that thrives on recognition and growth.

How to Plan for a Rounding Routine

  1. List all your employees who report directly to you
  2. Schedule your time – 15-minute sessions. If you have less than 30 employees, meet each one at least once a month, bi-monthly if you have 30-60 employees, and quarterly if you have more than 60. 
  3. Meet your people in a private place (i.e. your office)
  4. Have a conversation (This is not an all-inclusive list, but enough to get you started)
    1. How are things going with…(something you remember such as child hunting for college)
    2. What’s been working well at work?
    3. What’s been a pain point lately at work?
    4. What ideas do you have that could improve the workflow and productivity here?
    5. Who is someone that has been doing a great job lately that should be recognized?
    6. What else should we consider?
  5. Follow up later with a Stoplight Report (Green: What you’ve done, Yellow: What you’re working on, and Red: What cannot be done and why.)

Keep the tone of these conversations positive. If something deeper comes up like an interpersonal conflict issue, schedule a dedicated time for that discussion as soon as possible.

These conversations should unveil areas for improvement, especially quick wins, and opportunities for projects that will help people grow and find satisfaction in their work.


00:00:00 Establishing Rapport And Gathering Positive Feedback From Employees

00:04:31 Building Rapport And Gathering Employee Feedback

00:06:13 Fostering Engagement And Recognizing Excellence In The Workplace


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Other episodes and articles you’ll enjoy:

JERRY’S SHORT: Building Trust by Unleashing the Power of Your Personal Leadership Credo

JERRY’S SHORT: H.A.L.T. and Trigger Awareness for Effective Leadership – JS 016

JERRY’S SHORT: Stake Your Leadership T.E.N.T. (JS 014)

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LinkedIn: https://www.linkedin.com/in/jerrydugan/

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