Ask the Expert: Developing True Employee Engagement
As part of our involvement in the Bristol Media People Forum Event Series, we got the chance to catch up with Peter Wakefield, founder of Loving Monday to chat with him about the topic he spoke about at the most recent People Forum event “Developing Employee Engagement – without throwing money at it”.
Peter has over twenty years’ expertise in the measurement, education and linkage between employee engagement and business performance and the leadership and management behaviour that drives it. He’s managed award-winning employee engagement programmes across Europe and now runs employee engagement consultancy Loving Monday.
We asked him to gather and share some of his expertise and wisdom with you: What five pieces of Wisdom could you share that could help businesses on their journey to develop true Employee Engagement?
- In the 20 or so years I’ve been working in this field, the single biggest thing I’ve learnt is that employee engagement has absolutely nothing to do with ‘employees’ and everything to do with ‘people’. If all you’re doing is trying to ‘engage your employees’, then you’re missing the point. You’re missing the one thing that it takes to engage them and that’s to understand them, everything about them, not just the bit of them that spends time doing stuff they get paid to do, rather understand who they are and what’s important to them.
- We have a lot of conversations with new clients who are looking to develop engagement, some of whom have been trying for years, not making the progress they feel they should’ve seen. The problem is that many people are focused on the wrong things, getting too caught up in doing or buying ‘stuff’ and measuring things rather than the empathy, behaviour and good old social skills that create trust and build relationships. So, we’d always advise, if in doubt, make it simple and talk to people before you do anything.
- Don’t just focus on the numbers. Surveys and data are fine and still have a place in helping to prioritise things, but simply having actual conversations and asking employees ‘what can we do better?’ is much more valuable. If employees don’t feel they can sit down with their boss and have a conversation, it doesn’t matter how many surveys you run, you have a problem.
- Research tells us that up to 80% of an individual’s engagement comes from their immediate line manager so if you’re a manager or leader I think you have a duty and an accountability to challenge yourself. For example, a useful test for any manager is to ask yourself, ‘how much do I know about the people I work with?’ Not just how long have they been here, what they last did last week, or how they like their coffee, but who are they? What are their lives about? What’s important to them? If you don’t know the answers, you haven’t built up a relationship or level of trust with them, and you probably won’t know when things are wrong.
- The final thing I’d say to develop engagement is ironically, don’t overly worry about employee engagement. Instead, treat people well, listen to them, and give them room to grow. Don’t do that just to squeeze more productivity out of them, they’ll see that coming, but because it’s the right thing to do. And if your heart is in the right place, they’ll see that too.
Thank You Peter for sharing!
At the next Bristol Media People Forum Event, Thu 24 May 2018 at 6pm,
Mike Corker FCIPD will be speaking about Personal Effectiveness & Emotional Intelligence as a Critical Success Factor.
More info and tickets via Eventbrite here.