I have just completed a study of a number of companies that have a high level of employee engagement. The companies include Google, Intel Technology India, Marriott Hotels India and SAS - all of which are doing extremely well. What I found interesting is that the leadership practices of each of these companies embraced the same process. It's a process I call the Engagement Formula. If a company implements this formula, 100 per cent of its employees will become engaged with their work - all working at their full potential. Below is a description of the Engagement Formula and how it works.
Step 1: Create a full-engagement culture that defines the organisation and drives performance
A full-engagement culture has four basic elements:
* Minimal distractions - so employees can focus on performing their jobs
If employees aren't making enough money to support themselves or if they're concerned with being laid off, they become distracted. This is why businesses with a high level of employee engagement such as SAS, Intel Technology India and Google offer compensation packages that are at or above industry levels, provide fairly generous benefits, a job that is reasonably secure and a work environment that's pleasant and safe.
* Single status - everyone is treated as an equal
Human beings are genetically wired to be treated as equals, not as subordinates. This is why companies with high levels of employee engagement like Marriott Hotels India and Google refer to their employees as 'associates' 'family members' or 'fellow Googlers'.
* Mission - this is what we do
A mission is a brief statement of what a business does or stands for. A mission, by itself, may not seem all that profound, but when combined with a set of core values, these two concepts together can transform a workplace into something that employees believe in and are proud of.
* Core values - this is how we do it
Core values communicate how employees within an organisation are going to go about the business of executing its mission. When a set of core values is in place and everyone in the business is committed to them, employees no longer need a boss to tell them what to do and how to do it.
Step 2: Hire qualified people who mesh with the culture
Companies with a high level of employee engagement are disciplined about using their culture as the primary criterion for hiring new employees. In order for employees to become engaged with their work, there must be a tight fit between what those individuals see as being worthwhile work and the opportunities being offered by the organisation.
Step 3: Leaders must lead, not give orders
In a high-engagement organisation, there is no need for leaders to tell their followers what to do and how to do it - they already know this from their organisation's mission and core values. Instead leaders set the example, provide support and do whatever it takes to enable his or her followers to do their best work.
If you choose to create a fully engaged workforce by implementing the Engagement Formula in your organisation, you'll notice some major changes emerging almost immediately. Your employees will begin to create a competitive edge for your organisation that your competitors can't easily copy - your costs will be significantly lower due to greatly reduced turnover, absenteesim, theft and accidents, while your revenue dramatically goes up because your newly engaged employees are actively searching for innovative ways to improve products, services and customer experiences.
So, once and for all, how do you motivate employees? The answer is: "You can't." The only thing you can do is engage the motivation that's already there. As this article has shown, the Engagement Formula is simple, but the results that go along with implementing it are phenomenal.
Ross Reck is a consultant, author and speaker
