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Employee Engagement: How to Make a Small, Simple, Significant, Strategic and Sustainable Difference

The 4 Enablers of Employee Engagement Made Simple

4 Enablers of Employee Engagement

My passion and pursuit of employee engagement has taken over 14,000 hours yet resulted in me striving to make employee engagement small and simple. For example, my definition of engagement is just 8 words: good work done well with others every day. Although this is a simple definition of engagement, it does not mean that it is easy, yet I do believe it is attainable. This simple yet elegant definition avoids a lot of the excess jargon floating around employee engagement — which is itself a part of that jargon.

I admire the work of the Engage for Success Movement in the UK. I consider David MacLeod to be a friend and I am enriched by everyone who has been involved in the movement. One element that stood out for me from their work was using the term enablers rather than drivers or levers. It seemed real, kind, and more engaging.

Here is a short explanation of the four enablers from the Engage for Success Site:

Although there is no ‘one size fits all’ approach and no master model for successful employee engagement there were four common themes that emerged from the extensive research captured in the Engaging For Success report to government (also known as the MacLeod Report). Taken together, they include many of the key elements that go to make successful employee engagement.

These four enablers of engagement have proved to be useful lenses which can help organisations assess the effectiveness of their approaches.

Visible, empowering leadership providing a strong strategic narrative about the organisation, where it’s come from and where it’s going.

Engaging managers who focus their people and give them scope, treat their people as individuals and coach and stretch their people.

There is employee voice throughout the organisations, for reinforcing and challenging views, between functions and externally, employees are seen as central to the solution.

There is organisational integrity – the values on the wall are reflected in day to day behaviours. There is no ‘say –do’ gap.

 

To me that simply means good story, good managers, good voice, and good ethics. Surely that is within reach in every organization. I am not revising the four enablers rather offering a simple image and 8 words to make it memorable and then actionable.

4 Enablers of Employee Engagement

I don’t need a great story or great managers or great voice or even great ethics. To me, good is good enough. In the next post I will outline a few good behaviors and actions that contribute to good story, managers, voice, and ethics.

Engage along with me, the best is yet to be.

David Zinger is an employee engagement speaker and expert who is working around the globe to make work, work!

 

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