A Good Employee Engagement Strategy Starts with Planning, but the Results Come from How You Train, Promote and Manage it Over Time!
All the brainstorming, development, training, enthusiasm and good intentions are great, but how do you know who’s really engaged? More importantly, how do you know that you’re getting true ROI?
I had the privilege of watching Chester Elton of TheCultureWorks in action. He is a very successful author, highly engaging speaker, motivation expert and, well … a blast to be with!
I made sure to read and digest his latest book, “All In” before I saw him present, so I could be up to date on his latest thinking. Boy, am I glad I did! Chester introduced a new concept called E + E + E that he claims will lead your organization to world-class levels of efficiency, profitability and customer satisfaction. Okay, I’m interested! He defines them as follows:
Engaged – Your employees are responsible, accountable and can appreciate the value of their personal contributions to the company’s big picture.
Enabled – They have the right tools, training and management support to do the job right.
Energized – There is a balance of work and home life that leads to high levels of well-being and satisfaction. Employees are recognized both as teams and individually, and are regularly praised for their effort. They like being at work and helping you succeed!
Not only did I get to understand this from the book, but had the opportunity to hear Chester explain it to a group, as they sat on the edge of their seats. This is definitely cutting edge, timely stuff!
E + E + E it spot on, but what happens when Chester and his team are gone and the hype dies down. How do you know that it’s still working and not fading away in the hustle and bustle of the daily grind?
I decided that what’s needed is a tracking tool that follows E + E + E and makes it easy to measure, report, tweak and enhance employee behaviors to optimize productivity, engagement and profitability over time. I call it R + R + R, and it is defined like this:
Recognize – Let employees know that your motives are genuine and show them that you care about them as human beings. Engage their Right Brain (the warm, fuzzy, emotional side), so they feel good about you, your company and the goals you have set for the team.
Reward – Once they know you care, most employee will automatically want to bring additional Discretionary Effort to the workplace; but not because they have to. They want to do more, because it feels good, will help THEIR company succeed and they can see specific opportunities to share in the financial success of a more competitive, winning organization.
Review/Reinforce – Using today’s technology, we can measure and compare all kinds of employee activities against previous benchmark performance. By making this part of the initial training and showing managers not only what to do, but why it’s worth doing, it becomes easy to fine tune employee behaviors to optimize results in all areas of your organization.
While I’d love to tell you that this is easy and that guys like Chester can come in, do a little dance and sprinkle magic “Recognition Dust” on your supervisors, so this all begins to happen automatically, it’s a bit more work than that.
The good news is that when your management team and employees know you care; have a comprehensive, realistic and consistent plan; are shown regular appreciation and are allowed to share in the results, amazing things will happen. Best of all, once it’s embedded into your company culture, you can’t shut it off and the benefits keep growing over time!
(E + E + E) + (R + R + R) = significant ROI that you can prove to your CFO!
To learn more about Chester Elton and his company TheCultureWorks, email him personally at email@example.com.
For more information on John Schaefer, Schaefer Recognition Group and to learn about how our Umbrella Recognition Solution can work for you and your employees, visit http://www.SchaeferRecogntionGroup.com or email me at john@SchaeferRecognitionGroup.com.