I would like to start with 3 quotes, which provide a great insight about what employee engagement actually means:
ONLY ORGANISATIONS THAT TRULY ENGAGE AND INSPIRE THEIR EMPLOYEES
PRODUCE WORLD CLASS LEVELS OF INNOVATION, PRODUCTIVITY AND
ENGAGED EMPLOYEES HAVE A SENSE OF PERSONAL ATTACHMENT TO THEIR
WORK AND ORGANISATION; THEY ARE MOTIVATED AND ABLE TO GIVE OF THEIR
BEST TO HELP IT SUCCEED.
“AN ENGAGED EMPLOYEE IS AWARE OF THE BUSINESS CONTEXT, AND WORKS WITH
COLLEAGUES TO IMPROVE PERFORMANCE WITHIN THE JOB FOR THE BENEFIT OF
So if you want your people to willingly and gladly contribute to the success of your team, group, company or organization, it should be clear that it wholly depends on their personal sense of being engaged.
A person is engaged when he or she is mentally and emotionally involved by their own decision and volition and so he or she voluntarily performs the work, which should move the team, group or company forward towards success.
Let’s take a look at what is needed to create the agreement and desire to be mentally and emotionally involved?
There are many employee engagement frameworks and acronyms, including RESPECT model by Paul Marciano, MAGIC: The 5 Keys of Employee Engagement by DecisionWise, the X Model by BlessingWhite, The Zinger Employee Engagement Model and many more.
As the coaching approach is about making YOU think and decide, I would like to ask you three important questions:
1. How do your people feel about being engaged right now?
2. How ideally would you like them to think and behave?
3. What are the exact steps to move from the current state to the ideal?
Please, know, that if you’d like to discuss the questions above with a trusted coach and consultant, feel free to contact me right away.
In the rest of the article I’d like to show you a simple (although far from being easy) 3 way process to go about accomplishing the above.
Survey – check what people feel right now
First of all, to change something, it’s good to know what is the current state. In the field of employee engagement this is done by a survey. Again, there are many questionnaires out there, many of them are publicly available and pretty good.
But for the start you could simply ask as many people as possible a question like: “Using scale 1 to 5 how engaged do you personally feel?”
Assuming people trust you enough you might get a sincere reply. If trust is an issue – and it’s one of the main issues, which can drive or derail employee engagement, try to run this questions in an anonymous mode, using a survey online tool, like SurveyMonkey.
Develop a perception of the ideal behavior you would like to see
Now work with someone you can trust as a good sounding board or as a consultant or coach to develop a good idea of how you would like your people to feel, think and behave, so you see them as being truly engaged.
Look at the outcomes in the figure below, taking from the VoiceProject.com site to recognize that your people get more and more engaged:
Now it’s time to start the process of moving from the state you’re in right now towards the ideal state you recognized and developed in your head in the previous step.
I would suggest to work with an Employee Engagement coach to review the best working models and processes out there and derive the practical steps, which make the most sense for your team, group, company or organization, and then implement them a step at a time. It takes 3 to 6 months of dedicated work to start seeing the fruits and realize the fantastic benefits of an engaged workplace.
To your success,
Software Architect, Consultant and Coach
Effective R&D Evangelist