There is a huge focus on employee engagement because employees are epidemically under engaged. Beyond unengaged comes disengaged and finally disgruntled.
Being based in Chicago we got to experience the disruptive power of a disengaged / disgruntled employee since all flights in and out of Chicago are unable to use local FAA air traffic control. While your organization may not have an employee that creates as much air traffic chaos as 9/11, consider the other costs to your economic ecosystem that may be incurred when someone isn’t performing at their peak.
Engagement is not the same as happiness. This isn’t a measure of how much someone loves their job. This is how well an organization (leaders) understand the strengths of their employees, equips them to do what they are being asked to do and establishes a vision that connects an employee to the “Why” we exist and the value we provide.
A great vision is the fuel that accelerates your strategy. Seeing and believing in a vision for the future is a big part of engagement. People want to be a part of something bigger than themselves and know that they are on a meaningful journey that will allow them to make an impact with their contributions.
A Vision Statement:
- Future Focused – creates a mental picture of the optimal desired future state of what an organization wants to achieve over time.
- Connects with Each Employee – employees spend a lot of time at work and a well written vision helps employees understand what their work ultimately contributes towards accomplishing over the long term.
- Easy to Repeat – make it succinct and inspirational so employees can repeat it at any given time.
If engagement continues to be a struggle for your organization perhaps it is time to take a look at the vision for your organization. Is your vision statement a succinct, inspirational message that tells an employee why they are doing what they do and the value they create for your customers? If not, take time to invest in the words that create lasting engagement.