Engagement and the Goldilocks principle
We send thanks through cyber space to the twitter user who posted: “Just completed the survey, is that my employee engagement activity done for the year?”
It’s such a great point to raise when for so many people, this is all they see of engagement every year. But there are also many organisations who go too far the other way. Do we overload our people with survey after survey, KPI after KPI? Or not engage with them at all?
It’s easy for us to become disillusioned with the idea and at the mere sound of ‘employee engagement’. It’s important to find just the right blend of processes and action to best suit the business. Not too much, but not too little. The Goldilocks zone.
So how can we respond to that? What choice do we have when, for example engagement surveys have become a process ignored by many?
We may question the point in continuing them – but the conversations behind the survey must live on. The action we take in response to the survey must continue. It is these things that lead to employee engagement, not the survey itself.
The most powerful thing we can do is take action. It’s action that makes the difference, not the processes, things we say, promises we make or strategies we sign up to.
So forget when the survey’s due for now, ignore the processes just for the moment, and choose to ask some big questions. Ask yourself and then your team:
- What’s important to you?
- What can we do together to ensure you get more of that from your work?
- What can I do to support you in achieving your best performance?
We may well get more out of these three questions than pages and pages of survey results.
The evidence of the links between highly engaged employees and high performance is increasing and gaining credibility, to the point where most large corporates are now desperate seeking to engage their employees.
As the old saying goes, if you can’t define it, you can’t measure it. So it is critical for each business to understand what engagement looks like, then measure it. Once we know what the engagement levels are, where there are fluctuations and what employees are asking for to raise those levels, we can take action.
And just the right amount of action…