High employee engagement is easier to achieve than you think, a fast track option to improve productivity, reduce costs, improve customer experience, and make your workplace a happier one.
6 steps (see below) are all it takes to find the yellow brick road to:
- high employee engagement,
- high levels of productivity,
- killer culture that delivers higher customer satisfaction, greater efficiencies, less costs and ultimately knockout return on investment on shareholders’ funds, and
- happiness, success, satisfaction, fulfilment, self-actualization for everybody involved in the organisation.
Low Engagement is a Failing not a Reality
If you have low employee engagement in your company, from a handful of employees to 50,000 or more employees, it’s the leader’s fault!
Employee engagement Has been analysed, re analysed, investigated, researched and assessed over and over and over again for two decades but, instead of addressing the core problem, operational people have been attacking the symptoms and not solving the problem.
Engagement is very simple.
The two main reasons why employee engagement becomes sub optimal.
The major reason absolutely, unquestionably, is employees not getting along with their immediate supervisor.
This can be solved by creating an environment that encourages and promotes camaraderie between supervisor and his team. Supervisors do not deliberately set out to offend people. Almost all of the time it’s because they’re frustrated, ill-equipped unappreciated, unfulfilled, somehow lacking in support that they need to do their job properly.
So, the problem falls not with the supervisors not getting along with their employees but with the leaders who are not empowering the supervisors to get along with their employees.
…and where does this come from?
Each comes from the key reason that research has identified to be the second most important reason or cause for employee engagement: Absence of a purpose, mission, vision, identity, intent or values!
If you fix your MEVPIV, you fix everything !
I don’t want to hear any more complaints from any high -level executives, boards of directors, c-suite VP’s, complaining about employee engagement when the tools are readily available at their fingertips .
If any organisation, from government to NFP, suffers low employee engagement among employees, it’s all because the boss isn’t taking charge of MEVPIV.
That’s the core reason. The whole reason. And the fixable solution.
If you’ve just inherited knew leadership of an organisation that has low employee engagement don’t try and cover it up with surveys and promises, recognition and rewards can increase silos, inefficiencies, dissonance and internal politics… tactics come later – micro-problems can be fixed later. Right now, will you have to concentrate on the six variables of the MEVPIV.
If you want help implementing a MEVPIV, let me know and I’ll point you in the right direction.
Regardless, if you agree, disagree or can embellish, I welcome comments below… .