Last week we began a series on employee engagement, where we identified the CIPD’s ‘mutual gains’ definition as encompassing:
“Employment engagement proposes a ‘mutual gains’ employment relationship, creating a win-win for employees and their employers. It’s usually seen as an internal state of being, both physical, mental and emotional, but many also view it as encompassing behaviour and in particular work effort.”
So, what are the 3 C's of employee engagement?
The 3 C's of Employee Engagement - Create, Connect, Capture
1. Create - engaging messages
Our whole message is that we are more powerful together. - Victoria Osteen
Firstly, your messages have to send the right message - the ‘we’ message. Too many messages, in the heat of corporate battles, easily end up sending the ‘you versus us’ message instead of the 'we’re one', and 'we’re more powerful together' message. Everyone is included and valued, and no one is left out.
Explore the types of media that work for you. Email works, sometimes. There may other channels that do a better job. Experiment with video, texts, intranet sites, apps etc. - every organisation is different so find the types of media that resonate with your team.
All too often, everything else ends up being said, but the ‘thank you’ (1 in 10 employees simply want to be thanked), ‘well done’, and ‘how can we improve' messages.
2. Connect - with your employees
The single biggest problem in communication is the illusion that it has taken place. - George Bernard Shaw
Did they get the message? All of them? Non-desk workers, remote workers and mobile workers tend to get left out of the loop. And while this sometimes is an uinderstandable technology constraint, it never-the-less is one that needs to be overcome. Could there be an app for that?
When did they get the message? Too late, and whatever message you sent may end up sending the message that those recipients don’t matter as much. Nothing is more powerful and reinforcing than connecting ‘in the moment’.
3. Capture - feedback
Every good conversation starts with good listening. - Unknown
You’ve sent a message, and they heard you. Job done? Not quite… It’s a dialogue, and usually employees, if given the chance, always have something to say, and they would let you know if:
- they have the tools and structures they need to participate in the dialogue of their work lives, no matter where they are based
- their feedback is captured, acknowledged and acted upon, as a valued source of information
Once the workplace conversation is in full flow, it’s easier to find out what employees value and how to deliver it.