Sharing is Caring 104

At one of the HR forums, a lady asked the panel “What is the best way to deal with a manager whom is less qualified than I am?” I started to think about the environment she is working at. Would she be as productive as she should? What are the silly tasks or orders would she get from her manager? Does she even like to see the manager's phone number or email?

Organizations work hard on setting policies and procedure to create a fair environment for everyone. They also work on creating high standards of processes & ethics, to balance the culture within it. They benchmark themselves with the market to attract and retain customers and employees. All of these HR efforts (recruitment, compensation, training, health, safety, personnel, etc.) are there to engage the people working, and ensuring that they will go above and beyond; by believing in what their organization has secured for them.

People will only be engaged if they believe that their organization is going to provide them with what they need. Maslow hierarchy of needs defines how people needs progress. Therefore, salary is not an answer to gain employees trust nor outperforming. Under-qualified managers or undeveloped organization however, suppresses productivity and the capacity to offer. Once management realize that their people also have a purpose and have their own needs, while needs are aligned together, engagement then will haappen.  

“Keep emphasizing, if possible, that you are both striving for the same end and that your only difference is one of method and not of purpose” – Dale Carnegie

In the same HR forum, Zappos company was introduced as an example of great culture that promotes productivity. Their unique hiring process based not only on competencies, but also on people attitudes that allow collaboration and actual team work. Also, their core values that focus on human interactions, relationships, and spontaneity allow engagement to occur.

People usually don’t quit jobs, they quit people. Therefore, measuring your organization level of engagement is important, and here are a couple of questions that might help to understand the level of engagement of your employees. Extracted from “First Break All the Rules” book.

• Do you know what is expected of you at work?
• Do you have the materials and equipment to do your work right?
• At work, do you have the opportunity to do what you do best every day?
• In the last seven days, have you received recognition or praise for doing good work?
• Does your supervisor, or someone at work, seem to care about you as a person?
• Is there someone at work who encourages your development?
• At work, do your opinions seem to count?
• Does the mission/purpose of your company make you feel your job is important?
• Are your associates (fellow employees) committed to doing quality work?
• Do you have a best friend at work?
• In the last six months, has someone at work talked to you about your progress?
• In the last year, have you had opportunities to learn and grow?

What would get you to be engaged in your organization?