Where employees want to be
Tony Schwartz lists 12 excellent attributes to an engaging and respectful workplace.
Here’s just a few:
Give all employees a stake in the company’s success, in the form of profit sharing, or stock options, or bonuses tied to performance. If the company does well, all employees should share in the success, in meaningful ways.
Define clear and specific expectations for what success looks like in any given job. Then, treat employees as adults by giving them as much autonomy as possible to choose when they work, where they do their work, and how best to get it accomplished.
Create policies that encourage employees to set aside time to focus without interruption on their most important priorities, including long-term projects and more strategic and creative thinking. Ideally, give them a designated amount of time to pursue projects they’re especially passionate about and which have the potential to add value to the company.
Stand for something beyond simply increasing profits. Create products or provide services or serve causes that clearly add value in the world, making it possible for employees to derive a sense of meaning from their work, and to feel good about the companies for which they work.
NOTES
Of course I would add self service opportunities mostly enabled by online collaboration and social networks.
Enable employees to ask questions across the organisation
- so they can learn and don’t feel stuck
Enable employees to provide answers, share experiences and ideas, and collaborate with others
- so they fulfill the human need to socially connect
- so they can fulfill their passion
- so they feel they belong and have ownership
- so they feel they have impact to the betterment of the organisation
- so they can become known as knowledgeable people on various topics (which may in turn get them tasks they like across the organisation…basically a DIY career development)
Added to Tony’s autonomy point, is to also enable employees to co-create and self-manage tasks. Front-line employees interface with the context of customers, operations, etc…so they have first-hand experience in how things can be improved. ie. enable employees to point out gaps and suggest tasks, which they have the autonomy to get budget and work on…the manager acting as a coach and enabler.
Employee empowerment and passion
