Employee Engagement: Monday Morning Percolator #15 (Early release)
by David Zinger
If I look at the mass, I will never act. If I look at the one, I will. ~ Mother Teresa
Don’t let your employee engagement messages go to the dogs or lull people to sleep.
How do we provide emotional rescue to ensure that people care about an idea? Do we foster empathy in the way we present our ideas? Can we velcro our idea with an idea that people already care about? Can we show others the benefit of our idea not just for who they are but who they could become?
If we take people only as they are, then we make them worse; if we treat them as if they were what they should be, then we bring them to where they can be brought. ~ Johann Wolfgang Van Goethe
Chapter 5 of Made to Stick outlines the emotional component of stickiness. The emotional goal is to make people care because feelings inspire us to act.
Here are are a few points to consider when crafting messages to foster higher levels of engagement:
- Did I communicate empathy for people who may feel disengaged?
- Do I know what people really care about and can I twine this with employee engagement?
- Do employees see the benefit of engagement for themselves now and in the future?
If we take the last point for example. It appears to me that people who are fully engaged at work are also able to fully engage in retirement while people who are disengaged at work and dream of being engaged in life when they retire have a hard time engaging in retirement. There is an old statement that goes retirement is being tired twice: first tired of working, then tired of not working.
Here is a summary from chapter 5 of Made to Stick:
How can we make people care about our ideas? We get them to take off their Analytical hats. We create empathy for specific individuals. We show how our ideas are associated with things that people already care about. We appeal to their self-interest, but we also appeal to their identities — not only to the people they are right now but also to the people they would like to be.
- Work at leveraging the motion inherent in the emotions of engagement.
- Care enough to really know who you work with, to know what they care about, and to mesh your caring with the encouragement, empowerment, and tools to be fully engaged yourself at work and to foster high levels of employee engagement.
Winner for Unexpectedness is worth $1.75: Dan Whitmarsh was the winner of the grand sum of $1.75 for triggering the unexpected thought of the Three Musketeers and employee engagement. Employee engagement is one for all and all for one. To demonstrate his sense of one for all, Dan asked my to donate his winnings to the Tim Horton’s send a kid to camp campaign.
Picture Credit: Jackson Tries to Contain His Excitement By http://flickr.com/photos/itsgreg/106561656/