Why? Is it because you don’t understand what the term means? Do you have a misconception what it means to engage employees? Do you not believe in engaging employees? Or maybe you tried employee engagement and nothing happened? Or maybe it’s all the above. I read a number of articles and blogs about people not wanting to hear anything more on employee engagement.
One didn’t understand what the term met and why was it even necessary because employees have their own objective such as just getting a paycheck to help save up for a big purchase and could care less about the workplace objective.
Another person said they had tried employee engagement by giving employees a financial reward and some great perks.
Still another said there was no way to measure employee engagement so how do you know if anything that is done is effective.
Do those remarks represent the sentiment of others tired of hearing about employee engagement?
We don’t know and there could be other reasons out there, too.
There’s no two ways about it, employee engagement is another buzz word. We have mentioned on these blogs before about the other terms we have used in the past for employee engagement but it’s not so much about a term as it is a type of behavior to create a positive work environment.
The remark about the objective of employees is to just get a paycheck is not necessarily true. When a person makes a remark such as that about employees it raises a red flag about the workplace environment. It’s probably a workplace that could use some help with employee engagement in the form of involvement. There may be some employees who just want to collect a paycheck and go home at the end of the day but not all of us are like that.
Employee engagement or involvement is so much more than providing extrinsic rewards or perks. It goes back to the interests that drive everybody. Working at organizations that pay well, provide great benefits and perks is wonderful but it’s not all. People want more than that in the long run. We want to be involved day-to-day decisions. We want to be trusted to make decisions. We want to have a say in what impacts us. Why can’t we have both the extrinsic and intrinsic? A combination makes for the best workplace!
It’s not something that happens in a few days, weeks or months. It’s not the flavor of the month. It takes time and patience and that can be a problem for a lot of people but when it’s done right, benefits can definitely be realized. It was a year before Skinner Diesel, an organization we’ve blogged about before, saw some real benefit.
And the comment about not being able to measure employee engagement? Wrong. We’ve done it. Cultural assessments are great tools to help determine employee sentiment. Those organizations that did not practice employee engagement had very low scores in almost every aspect of the assessment. After a year, and sometimes later, organizations that practiced employee engagement had higher scores in just about every area of the assessment. Skinner Diesel saw an increase in their scores.
We recently blogged on the summit that was held at the White House to encourage employee involvement. Some of that was to encourage union involvement but the summit was right to push employee engagement. Sorry people are tired of hearing the term but involving employees is absolutely necessary if they want to be able to compete, reduce costs, and keep quality, experienced employees. Not too long ago, we blogged about the importance millennials placed on having a voice in the workplace.
REAL employee engagement(involvement or labor-management cooperation), employees having a voice in the workplace, brings lots of positive results for employers and their organizations! It did for Skinner Diesel – expansion, less costs, and a safer workplace – all with getting ideas from the workers.