Engagement: The second principle

If you were to ask me why I spend so much time with my coworkers after hours, you wouldn’t be the first. Not even close.

To some, it may seem odd that I don’t run for the door as soon as it hits 5 pm. Instead, you may see me and others linger or begin to gather for the team’s plans that night.

Those who were once simply colleagues became some of my closest friends. This isn’t only credited to our successes within the workplace, but also the level of time spent with one another during the evenings or weekdays on our own accord. Because opportunities were created outside of work to mingle, many members of our organization have cultivated a sense of involvement and engagement.

A few major contributors to our engagement may include creating a company softball team (We aren’t great…), a book club, a D&D group, specific communication channels (focused on music, movies, memes, etc.), and other excuses to get together.

This level of engagement has enabled our teams to build a sense of trust, buy-in, and the ability to problem-solve at a much faster rate. Instead of offloading or delegating responsibilities, many members of our organization are anxious to contribute. They understand their worth and the benefit their work does for their friends and counterparts. Having engaged employees is among the most valuable assets to creating a workplace community.

Being involved vs being engaged

Are you involved OR engaged in your work and workplace community? Perhaps neither?

When I think of being ‘involved’ in something, I may not feel the same level of commitment as others participating. There have been a handful of times in which I agreed to participate in something, often as a favor or a fill-in. Depending on the activity, I may perceive it as an obligation. Although I am involved, I am not engaged…

Many HR companies may explain employee engagement as the level of enthusiasm, care, and dedication felt toward their role and employer. When employees are engaged, they feel a deeper level of purpose about their contribution to the organization. They feel their work matters more than simply a paycheck. This level of commitment increases overall performance and experience for those benefiting from the employees’ work. To put it simply, feeling engaged in our work gives us a reason to drive into the office every day with a positive attitude.

One of my favorite items of literature surrounding the topic of engagement and motivation is the book Primed to Perform by Neel Doshi and Lindsay McGregor. A primary focus of this book is identifying both intrinsic and extrinsic factors that influence performance. Two of the intrinsic factors are Play and Purpose.

• Play: “Curiosity and experimentation are the heart of play…For your people to feel play at work, the motive must be fueled by the work itself…Play is the most direct and most powerful driver of performance”. - Neel Doshi & Lindsay McGregor

• Purpose: “The purpose motive occurs when you do an activity because you value the outcome of the activity (versus the activity itself). You may or may not enjoy the work you do, but you value its impact”. - Neel Doshi & Lindsay McGregor

Engagement in the workplace can rapidly multiply the output of employees. The combination of both team and personal engagement presents a purpose for the work. Understanding your purpose will forever give you the ‘why’ of your work. It will also prevent the burnout of both creativity and energy.

Engagement is fleeting

According to a Gallup Report, a record 51% of employees in the workplace feel a sense of disengagement. Even worse, 13% of employees feel a strong disconnect and are actively disengaged.

Think about it, many of your loved ones are included in this statistic. Individuals within your closest social circles are burnt out. These people likely feel stuck in their careers and lack a sense of purpose behind their skills. Worse, they don’t feel a sense of community in the very place they dedicate so much of their time to.

Although this data is starting to see a slight upward trend since pre-Covid, the engagement rate within organizations is not rising quickly enough. Even best-practice organizations are seeing a slight decline overall.

So what’s the problem? Are companies putting less effort into their workforce? Is it believed that the workforce is entitled and simply less happy? Are modern technology and social media negatively impacting engagement at work?

Whatever the problem, this should not hinder efforts performed by companies and leaders to positively impact culture. More can always be done.

Ways to increase engagement

Although there may not be a perfect recipe for the successful creation of engagement, there have been various proven methods. Every organization is different and may require more or less effort. The key is to analyze your company workforce, detect the problem areas, and be CREATIVE.

Be unique in your approach. If you are struggling with ideas, borrow some of these:

Increased recognition: Who doesn’t like to feel appreciated? It’s not about the spotlight, it’s about feeling valued. Come up with more ways to feature your employees and their accomplishments. Is it such a bad thing to publicly care?

• Celebrate work anniversaries and birthdays. Provide a gift, free lunch, or a company-wide email.

• Recognize personal accomplishments. Did someone recently graduate college or have a baby? Celebrate together.

• Performance awards. Take time to share the accomplishments and goal achievements of employees. Tangible awards are encouraged.

• Employee spotlight. As your company grows, people will be less familiar. Consider creating a channel to introduce employees weekly. Share their hobbies, a photo, favorite foods, etc. This will give coworkers something to talk about.

Activities that allow talents to shine: Some of my favorite ways to engage with others is by seeing their true talents. It can build unity and be the ultimate icebreaker.

• Have a sports night. Go to the park and invite others for a basketball game, pickleball, softball, kickball, or backyard games. Not only does this encourage physical activity, but it’ll allow for a removed team-building experience.

• Schedule activities during the day or lunch hour. Easy options include mini golf, go-karting, batting cages, bowling, or museums. Let your team unwind with one another.

• Time set aside for the arts. Host an activity where those who are musically or artistically inclined can connect and share.

Create channels of common ground: Communities can be big or small. Connect those with similar interests to boost engagement.

• Create a club. If enough people have a common hobby, encourage them to chat about it and perhaps meet in person! My favorite is my book club held monthly.

• Digital channels. Do you like music or movies? Food? Create a group message or channel on Slack to discuss the latest and greatest.

Establish clear goals: Employees are far more engaged when they know what is expected of them.

• Schedule goal-setting meetings. Use this as a time to better understand both personal and professional goals. Be an advocate for their growth.

• Invest in the workforce. Many of the greatest companies invest in the growth and development of their employees. This includes assisting in the payment of college, certifications, books, mentors, or other hard skills.

Gathering places within the workplace: Create an atmosphere where employees can mingle and collaborate.

• Place your coffee maker in a friendly location. This can kickstart the day with conversations and build new relationships.

• Include an ounce of competition. Consider the placement of ping pong tables, shuffleboards, arcade games, and video game consoles. Employees can use their breaks to unwind.

• Ensure your break room can fit a large group of people. Lunch is a perfect time for people to get to know one another.

Charitable efforts: Combine the talents of employees in a different form of meaningful work. Find opportunities to give back to the community. This will increase the sense of meaning for those participating. There is no better team than one with a higher purpose.

How are major companies increasing engagement?

Many major companies understand the importance of cultivating culture to their advantage. In fact, heavy investments are made into their workforce to increase engagement. It’s no surprise that these investments carry high ROI.

Here are just a few simple ways that today’s business leaders are contributing to a productive work environment:

—> Google - Employee Benefits: Offers a wide range of benefits including free meals, on-site healthcare, fitness centers, and generous parental leave policies.

—> Microsoft - Growth Opportunities: Invests heavily in employee development with resources like LinkedIn Learning, internal training, and career advancement programs.

—> Salesforce - Ohana Culture: Emphasizes a family-like culture, which they call "Ohana," fostering trust, transparency, and a sense of community.

—> Adobe - Continuous Feedback: Implements a feedback system called “Check-In” where employees have regular discussions about their career goals and performance with managers.

—> HubSpot - Culture Code: Emphasizes their “Culture Code,” which outlines the company’s values and the importance of transparency, autonomy, and flexibility.

—> Zappos - Employee Empowerment: Empowers employees to make decisions and take ownership of their work.

Take action. Create an avenue for engagement in your organization!

To reiterate, more can always be done.

Regardless of where you land within your company, you can make a difference. You alone can make an impact. Be the first to kickstart a major domino effect in your company. If you are not currently in a leadership role but feel the need for a change in engagement, have an open conversation with your manager. Discuss any of the ideas above or perhaps ideas of your own. If your company is unwilling to place an emphasis on its culture and engagement, that’s a message in itself.

I can’t thank you enough for your time... If you have any thoughts or feelings, I’d love to chat. I would also love the chance to learn from you and your experience/expertise. Connect with me on LinkedIn to get things started.

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