What are the classic 3 ways to create 360 Degree employee engagement?
Aristotle described three “unities”: unity of place, unity of time and unity of action in his important work On the Art of Poetry. This was what tragic drama usually followed those days. Surely I would not advocate tragedy takes place every day at every workshop. Be comical, by all means! And for that there are the classic 3 ways to create 360 Degree employee engagement.
3 classic things that connect an organization to full circle are:
- Employees (Works like a network)
- Mangers (Who communicates with all clarity)
- Organization (Organizational Culture)
A)Employees (Works like a network):
Employees are the number one tools who can champion a culture of employee engagement in your enterprise. For that you need hire employees who value teamwork, who are open to learning new things and possess good behavioural attitude.
“Some companies don’t have an engagement problem, they have a hiring problem.” –Bob Kelleher
According to Herb Kelleher, co-founder and former CEO of Southwest Airlines:
“We will hire someone with less experience, less education, and less expertise, than someone who has more of those things and has a rotten attitude. Because we can train people. We can teach people how to lead. We can teach people how to provide customer service. But we can’t change their DNA.”
In his book, Hiring for Attitude, Mark Murphy, founder and CEO of Leadership IQ, advocates that hiring managers should probe candidates for coachability, emotional intelligence, motivation, and positive temperament.
B)Mangers (Who communicates with all clarity)
Once G.B. Shaw famously quoted:
The single biggest problem in communication is the illusion that it has taken place.
George Bernard Shaw, Leadership Skills for Managers
I will give you a hilarious example when asked about an opening night of one of his plays, George Bernard Shaw famously replied: “The play was a great success, but the audience was a dismal failure.”
A post titled 18 Critical Factors to Improve Employee Satisfaction and Engagement, authored by Susan M. Heathfield (Human Resources Expert), she sites findings by the Gallup organization about disengaged employees that were highlighted in the Wall Street Journal. She showed data where 53% of employees think communication between Employees and Senior Management are important drivers of engagement.
In words of Peter Thiel:“You’ll attract the employees you need if you can explain why your mission is compelling: not why it’s important in general, but why you’re doing something important that no one else is going to get done.”
C)Organization (Organizational Culture):
In a 1992 landmark study published in Corporate Culture and Performance, Kotter and Heskett tracked a group of corporations over a ten-year period.
Those that “managed their cultures well” outperformed peer companies. See the statistics:
- Revenue growth: 682% vs. 166%
- Stock price increase: 901% vs. 74%
- Net income increase: 756% vs. 1%
- Job growth: 282% vs. 36%
Jim Collins’ and Jerry Porras’ bestseller, Built to Last, defines winning corporate culture as timeless ideology plus adaptive business tactics.
In an article by Jim Collins Building companies to last (1995), he comments:
In a world of constant change, the fundamentals are more important than ever
3 ways to create employee engagement and the common thread:
Coming together is a beginning; keeping together is progress; working together is success.
– Henry Ford
Source: 22 surefire ways to boost employee engagement by Tim Eisenhauer, Communifire