3Ps of Engagement Model
James Lambert
Podcast Host: Love Your JOB… Love Your LIFE ?? | Employee Engagement Strategist | Personal Growth & Wellbeing Advocate
“Engagement is owned by the Individual”
Over the last few articles we have explored the levels of Engagement (‘On the Up’ & ‘Flying High’) as well as DISengagement (‘Rollercoaster Ride’ & Stuck in a Rut’).? These four levels are encapsulated in the ‘3Ps of Engagement’ model below which demonstrates the different levels and movement between them.
Interestingly the drivers for both Engagement and DISengagement are the same, ’Passion’ and ‘Performance’. To enable high levels of Engagement then we need to optimise both, resulting in an individual sitting at ‘Flying High’. When either one of these aren’t at the optimum level this impacts the level of engagement and risks the individual dropping into DISengagement. The shifts between the levels are illustrated in the 3Ps of Engagement Model below.
Depending on how optimised each of these factors ‘Passion’ and ‘Performance’ are will result in the following outcome:
When organisations deploy employee engagement strategies they typically tend to default to a survey but does this truly give an insight into employee engagement or is it just numbers and percentages? It is always marketed as anonymous but do employees really tell organisations what they are genuinely thinking and feeling or are they scared of repercussions if they are honest? We believe that only 36% of employees actually give their honest opinion, therefore questioning the validity of this approach and any subsequent results. What often makes this even more skewed is when bonuses have a portion aligned to survey completion rates or increases in eNPS scores. If a negative response has a detrimental effect on your potential end of year bonus are you honestly going to say it isn’t a great place to work?
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There is often little or limited meaningful insight to glean from employees who complete a survey because they don’t tend to see direct actions from their feedback. Typically, the most common themes that tend to come out of a survey are:
The only one of these that has significantly changed is the final one, Wellbeing & Flexibility. The others have been in the top 4 or 5 areas of feedback in almost all survey results, globally, for years and yet organisation continue to spend the money to be told the same thing.
So, what needs to change to engage employees more; to help them see value from doing an engagement initiative and drive productivity? Engage to Succeed flip the traditional approach on it’s head and put the individual at the heart of the engagement conversation. Stop generically surveying your employees as one homogenous mass and start making the conversation meaningful to them by utilising an engagement model which individualises understanding, outputs and supports what they are passionate about.
It is proven that when people are doing more of what they love; have the time and space for development and have an organisational support network their performance will increase. With more employees accessing high levels of performance and passion this leads to optimised levels of productivity for the organisation.
The 3Ps of Engagement model underpins this shift away from the traditional engagement approach. It helps individuals firstly understand what engagement means; the level of engagement they are currently sitting in and if DISengaged what is missing. With this insight it’s far easier for organisations and managers to provide the right support (tools, time and career pathways) to help all their employees to become more engaged and push more individuals into ‘Flying High’.
To find out HOW we can support both organisations and individuals to make engagement meaningful and increase the number of engaged employees within your business then contact us via LinkedIn or at [email protected].