Sunday, February 15, 2015

Employee Engagement Happens In The Heart, Not The Mind

Sounds of observations made in "Why Work Isn't Working Anymore," published 2004.
While it used to be that people derived their greatest sense of happiness from time spent with family and hobbies, how satisfied workers feel in their jobs now determines their overall happiness with life. This monumental shift means that job fulfillment has become essential to people everywhere.
The decision to be engaged is made in worker’s hearts—not minds. We now know that feelings and emotions drive human behavior—what people care most about and commit themselves to in their lives. Consequently, how leaders and organizations make people feel in their jobs has the greatest impact on their performance by far.

For centuries, most people went to work to get a paycheck, in order to put a roof over their heads and food on their table. But as a driver of engagement, pay now ranks no higher than fifth in importance to people—in every industrialized country. What truly inspires worker engagement in the 21st century can best be described as "emotional currency." Here’s what that means:
Having a supervisor that cares about us, our well-being, and personal growth
Without exception, bosses predominantly concerned about their own needs create the lowest levels of employee engagement. Going forward, having an authentic advocacy for the development and success of others should be prerequisite for selection into all leadership roles.
Doing work that we enjoy and have the talents to perform
Selecting people who display passion for the work they’ll be doing is perhaps the most important step toward building a highly engaged team. People can’t ever be fully engaged if their hearts aren’t in the work.
Routinely feeling valued, appreciated, and having a deep belief that the work we do matters
It’s highly destructive to people to have them strive and achieve, and to then have those contributions go unrecognized. Any company focused exclusively on driving profits—without a compelling mission—will inherently neuter engagement.
Having strong bonds with other people on the team, especially with our supervisors.
Feeling connected with and genuinely supported by others at work is a surprisingly significant driver of engagement and loyalty.


Post a Comment

<< Home