At an all-hands meeting, Brad, the two-hundred employee firm’s president, spelled out the newly-revised process — created by a small hand-picked team of three people — for manufacturing the company’s flagship product. No process detail had been omitted. Every possible process contingency had been evaluated and factored in. The work flow sequencing was precise, scientific and measurable in every aspect. The logic was irrefutable.
Irrefutable. Unemotional. Detached. Impersonal. Precise.
And in such stark contrast to the organization’s stated objective to foster employee engagement and involvement.
The project team hadn’t sought suggestions or feedback at any step in the revision process. The reason for the change wasn’t given. There were no advance communications of the impending change. Impacts on changed job skills, pay rates and performance requirements weren’t considered. Brad’s no-nonsense rollout meeting was a one-way monologue with no questions taken.
Driving real employee engagement requires both touching hearts and filling minds. It’s messy. It’s imprecise. It’s emotional. Capturing employee commitment, engagment and loyalty doesn’t happen without them.
Is your firm creating work process after work process, hoping for engagement yet not seeing it happen?
If so, maybe it’s time for a little messiness.
Photo source: Itexpert