What factors contribute to the “why” of employee engagement? Here are the top 5 questions I challenge business and HR leaders to answer. They’re intentionally written from an employee’s point-of-view. If you answer honestly, your organization’s engagement strengths and weaknesses should become more clear:
1) “Why am I here?” How can you expect an employee to “get it” if you don’t communicate a shared sense of mission, vision and goals? Tell people why you want them to work at your company, and why you think they’ll succeed. Then you can focus on how they can achieve those goals.
2) “Why should I trust your leadership?” Open communication builds trust, which is essential to engagement. Respect is essential to mutual trust, which also contributes to engagement. Clear, open communication matters. But follow-up matters, too. Do you lead by example? Are your words consistent with your actions? The stronger the alignment, the stronger the trust.
3) “Why should I be loyal to your company?” Engaged employees know why they’re loyal – they are treated with respect. Companies that focus first on procedural activities, such as time tracking, will never see strong workforce productivity or engagement. Demonstrate your commitment and trust in employees, and they’ll respond in kind.
4) “Why don’t you communicate your company values?” Fail to show employees why core values matter, and you might as well forget about engagement. Even worse, if you talk about values and then behave in a vastly different way, you’ll telegraph just how little management actually embraces those values. Explain why a value system is important to you, and the what – the actual list of values — will follow.
5) “Why aren’t you clear about the rewards of working here?” Even in this enlightened era, surprisingly few companies are open about their approach to compensation. Yet, employees want to know what to expect in return for their contributions. You have nothing to lose by being clear and open about your reward system — including everything from pay and benefits, to vacation and bonuses, to development opportunities and career paths. Explain the why and what of your reward structure, and people will sign-on. But of course, the proof is in the pudding. It’s essential to be clear, consistent and unambiguous in creating and sharing rewards, or engagement will go out the window.
This is adapted from a post at Forbes.com