Moving from “The Company” to “Our Company”

February 2, 2011

The heart and soul of engagement is ownership.  As long as your employees feel they are working to help you make your company succeed, engagement will be low.  Once you get them to see themselves as partners in the endeavor—making decisions, staying informed, linking the impact of their day-day job to the company’s success —everything changes.  Engagement rises, productivity soars, customer satisfaction increases and profit grows! 

Engagement does not come from dollars but from more personal factors.  Here are seven things that will help your employees stay engaged for the long term. 

  1. An employer who cares enough to listen. The best way to know what your employees need and expect is to ask them.  And to listen carefully to their answers. 
  2. Clear, consistent expectations.  Clear expectations are key to ownership and self-motivation.  Vague policies and unclear expectations can make employees feel irritated, unsafe, even paranoid – and disengaged.  They click into survival mode instead of focusing on how to help the company succeed. 
  3. A sense of the importance of their work.  Giving an employee line of sight to how their day-day job impacts the bigger picture – customer and company goals – gives them a sense of belonging and an opportunity to see how they make a difference.  This has a greater impact on loyalty and customer service than all other factors combined.
  4. Opportunities for advancement. The chance to learn something new, whether it’s development to be better in their current job or work their way up the ladder, is a tremendous incentive for productivity, bonding, and engagement. 
  5. Good relationships with others in the workplace—especially their boss. If that relationship is weak or toxic, you can forget about asking the employee to put their shoulder to the wheel for the company.
  6. Regular feedback.  If you want to keep employees moving forward, give them regular feedback. And don’t forget positive feedback, which should ideally outnumber the negative by about 5 to 1.   After all, you get what you measure and acknowledge. 
  7. Celebration and rewards for success. Set realistic targets, then reward and celebrate when they are reached.  And don’t wait for the end of a big project to celebrate.  Pick milestones along the way and recognize them (aka have fun, party) when you hit them.  

Help your employees feel a part of the company – our company!   Help them know that ‘we are in this together’ and you will see amazing, positive results! 

Action plan

  1. Assess your current use of the seven factors above.  Do you believe ‘we’re in this together’?  Do your employees? 
  2. Identify and implement a plan to improve at least one within the next week. 

Question:  

Do you work for ‘the’ company or ‘our’ company?  What would make you change your answer?

Categories: Accountability, Alignment, Attitude, Employee engagement, Employee satisfaction, Leadership, Leadership development, Peformance management, Teamwork.

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