Create Corporate Culture of Engagement

Ideally, a company has a culture of being is a well-oiled machine yes? All parts are in perfect engagement; with each portion running as smoothly and efficiently as possible, in order to produce the best possible results.

Unfortunately, such efficient culture is difficult to create. Since most machines use power and energy, and release heat, it is almost impossible to find a machine that is 100% successful. Employees are not much different, and often are not 100% in engagement.  They use energy and release stress (heat), and therefore do not always efficiently release the product they are expected to release.

The machine analogy illustrates that is impossible to be perfect, however it is possible to work towards perfection. So in a business the question becomes, how do we achieve perfection? The most effective way to do so is as with most things, begin creating within.

A machine works best when each piece fits perfectly, and in a company employees are the pieces. Yet often  employees feel as if they do not fit in, or that they are not clear as to their place in the company. This prevents them from wanting to be in full engagement with the company.

Furthermore, employees may feel that they are not valued. When the pieces of a machine do not fit, the machine cannot run as smoothly. Yet when the pieces fit well, the machine runs well. The next question then is how do you get the pieces to fit?

Here then becomes the difference between forcing the pieces into place and having them fit in smoothly (in perfect engagement) . If the employees want to fit in and go of their own accord, the machine will always work better than if it is being forced.

Yet in order for the employees to be part of this culture of engagement, they have to feel as though they belong. There are various steps that an organization can take that will help this occur.

One of the most important steps in creating a culture of engagement is letting the employees feel as though they have a voice. Studies show that if they feel that their opinion is heard they will be more likely to want to contribute to the organization.

It has also been proven that employees respond better when there is two-way feed-back within an organization. If employees feel that they can create change, they are more likely to want to help affect that change, and so the "culture of engagement" strengthens.

In addition, the company needs to implement some system that allows for a culture of “shared decision making.” In addition to giving feedback, if employees feel that they have some power in actually making decisions, they will work harder in an attempt to maintain their responsibilities. This power allows employees to feel as though they are of importance to the company.

A company can also implement a corporate wellness program that focuses on the overall well-being of the individual employee. This will further increase the culture of engagement.

If the employees have their mental, physical, and emotional well being taken care of they will have more energy, will feel better, and therefore be more ready to engage in whatever is asked of them.

The machine needs its oil changed once in a while to function properly, and that is exactly what a corporate wellness program will do. A strong culture of engagement can be created upon a strong culture of wellness!