In yesterday’s Advisor, Nicole Price suggested that engagement must be paired with personal accountability; today, some of her tips for effectively driving engagement forward.
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Price, with Cy Wakeman, Inc., in Elkhorn, Nebraska, offered her tips at the 2014 Advanced Employment Issues Symposium, held recently in Las Vegas.
How to Fix Engagement
Here are Price’s tips for getting an engagement program into high gear:
1. Stop surveying the victims. Yes, you have to give the survey to everybody, but get that top 20 percent focus group’s opinion. What should the company do? What do you think about this?
2. Fix the right stuff. Be careful about focusing on the perks and thinking that that is the path to greater engagement.
3. Plan action differently. Personally accountable people will tell you what they will do; entitlement people will be silent. Flex is what you do to make sure this will work.
4. Work with the willing. With any given change, Price estimates, there is about a 3 percent chance of avoiding the resistance of the disengaged group. On the other end of the spectrum, your visionaries, the high performers, have the option of leaving if they don’t like what’s happening.
5. Engage or leave. The biggest complaint of top performers is that there is no differentiation between them and the disengaged. The message for the disengaged crowd? Engage or leave. Tell them, “You think there’s a third option, but there’s not.”
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Three Final Tips
Price offers three additional tips that will help you on the road to accountability and engagement:
- Ask questions:
- When people complain, ask, why does that bother you so much?
- When people tattle, ask, what did you do to help?
- Engage the silent people. Those are the ones who come up to you after the meeting, and say, “I agreed with what you said in the meeting.”
- Find common ground. With adversaries, start with a common interest. If the company goes down, we all lose.
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Show the rewards, see the retention. Join us February 3, 2015, for a new interactive webinar, Total Reward Statement Secrets for Success: Retain Your Best Employees When They Really See What They’re Earning. Earn 1.5 hours in HRCI Recertification Credit. Register Now
By participating in this interactive webinar, you’ll learn:
- The business case for total compensation statements
- Stakeholders who benefit from total reward statements (and how they benefit)
- Key data to gather in anticipation of drafting your total reward statements
- Design tips for communicating clearly and effectively
- Essential items to include in total reward statements and why
- How to monetize the value of perks in a way all employees can understand and appreciate
- How to use total reward statements to link salary and benefits to you organization’s strategic goals
- Best practices for rolling out your total reward statements
- Pitfalls to avoid when creating your total compensation statements
- And much more!
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