Do your People Have a Reason to Engage?
We shared previously about the three drivers of employee engagement: they are psychological meaningfulness (having a reason to engage), psychological safety (experiencing the freedom and safety to engage), and psychological availability (having the capacity to engage).
Let’s take another look at psychological meaningfulness. Here are some key components:
- Is the job challenging, meaningful, allows autonomy and impact?
- Does the person have specific and differentiated goals?
- Does the person get regular feedback?
- Is the job set up that if they do pour themselves into work, it is a meaningful experience?
Action: Use this checklist to gauge whether your team has a reason to engage.
“When people are financially invested, they want a return. When they’re emotionally invested, they want to contribute.”
– Simon Sinek
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2 年Great message, Kristine. Thank you for sharing!
Higher Education Consultant and Author
2 年Kristine, When you have a chance there is someone I want to connect you with who might be useful here in NYC. Her name is Kimberly Berney-Brooke and she is a former Bloomberg employee who has now earned her Social Work degree. Her description of what she wants to do feels aligned with your work. In case you had not heard I am back at work today following a very scary stroke I suffered in August and only got home about a month ago. All better (or ciose to it...) Love, Marcia