So you can’t buy engagement. In addition, you cannot persuade people to contribute more when at work. Moreover, you cannot force them to have friends or like their boss. So what can you do? The attached white paper will give you 9 practical changes you can make in your business culture. They are not easy and they are not one-off initiatives either. Nevertheless, they are serious suggestions for the practical business leader who wants to take their enterprise to the next level of success. And why should we care? Business financial success, employee retention, and customer satisfaction are all highly correlated with Employee Engagement. It really matters.
And what if you are not the leader of your organization, and you cannot easily persuade your company to make all the changes suggested here?
Review the 5 principles in my blog article on Leadership, everyone can be a leader and no one should ever play the victim. There is plenty you can do, for some practical strategies on how to excel, despite what the company does for you, have a look at the book, The Reality-Based Rules of the Workplace, by Cy Wakeman.
Employee engagement can be seen as 2 interlinked sliding scales labeled “Organization,” what they ‘Give’ (on the job contribution) and “Individual,” what they ‘Take’ (satisfaction and pride derived from work). Workers, who give a lot to your business and who also take a lot of satisfaction from doing their job, are, fully engaged.
Look at your workforce along a 5-Stage Employee Engagement Spectrum, as described in the book: The Engagement Equation by Christopher Rice, Fraser Marlow, and Mary Ann Masarech.
Watch this YouTube video for an excellent and brief explanation of this model.
- Fully Engaged: High Contribution to the company and High Satisfaction
- Disengaged: Low Contribution, Low Satisfaction
- Honeymooners and Hamsters: Low Contribution, High Satisfaction
- Crash and Burners: High Contribution, Low Satisfaction
- The Almost Engaged: Relatively High Contribution and Satisfaction
So what can you do?
Here are 9 Tips you can implement right away to assure that you have an engaged and productive workforce:
1) Review your business Vision so as to include employee engagement.
2) Appoint engagement champions to communicate and lead by example.
3) Build the values of ‘personal autonomy’, ‘meaningful purpose’ and ‘skill acquisition’ into daily business processes.
4) Give people time for creativity, innovation, and continuous improvement.
5) Systemize your continuous improvement efforts with the IMPROVEment cycle.
6) Review your recruitment, on-boarding and training systems.
7) Review your internal communications system.
8) Review and renew your performance management system.
9) Review and individualize your rewards and recognition process.
Download my 9 Actions to Build Employee Engagement Whitepaper for details on each of these 9 actions.
Call PBC for a free consultation and let’s start the conversation that will get you moving toward FULL Engagement!
This originally appeared in my November 2013 Newsletter.