Employee Engagement

There is more to employee engagement than “comms”

There is more to employee engagement than “hearts and minds”

There is:

	1. Head	Planning: What do we do? Q: What are the organisation's strategic objectives and initiatives? What is the plan? Our heads and minds are strategic and outward looking
	2. Third Eye	Meaning: Do I understand what is going on? Q: How can the organisation and its employees make sense of the objectives, events and actions? Our 'third eye' is intuitive and enables us to see beyond the physical
	3. Mouth	Confronting: What is being avoided or resisted? Q: How can the organisation and its employees raise consciousness to face up to blind spots? Speaking enables questioning, listening and learning
	4. Heart	Feeling: What are we sensitive to? Q: How does the organisation handle feeling (resonance, empathy) and emotion (fulfilment, frustration)? Feelings and emotions are at the heart of engagement
	5. Gut	Structuring: How do we work? Q: How do we implement the plan 'at the coal-face'? What are the realities? How do we learn; how do we act/reflect? How we work is the guts of the organisation
	6. Feet	Values: What are (genuinely) the values of this organisation? Q: What values, beliefs and ethics does the organisation communicate through its actions The organisation rests, stands and walks forward on its values

 

Engaged employees deliver business benefit.  Engaged employees act.  Action is the (only) way to deliver your strategy. 

Engagement (or the Employee Value Proposition (EVP)) is not increased by surveying it, mandating it or by the HR system generating cheery birthday emails for employees. 

Engagement is created by authentic, consistent and informative messages reaching (but not overwhelming) employees.  In an engaged organisation, these messages are heard, agreed with, challenged, understood and acted upon.

Messages come from everywhere.  Generally too many arrive by email and other channels may be overlooked.

Case studies: For one organisation we developed videos, articles, a training programme and an instant mobile phone polling system.  For another, we increased employee engagement through coaching, action learning sets, roadshows, away-days, boardroom quizzes, and lots (and lots) of facilitated discussions. 

Our practical interventions increase employee engagement and are grounded in the reality of life in an organisation. 

Please contact us for a discussion and to hear all about the Enspiral Employee Engagement Cube.

(The diagram above has its origins in humanistic psychology, specifically John Heron's Model: Six Dimensions of Facilitation.)