The True Secret To Employee Engagement
A lot of people over-complexify employee engagement, when really it’s quite simple.
After lots of research, and speaking with some of the brightest minds in the industry, this is what I’ve learned.
There is a very simple secret to employee engagement, and it doesn’t cost a thing.
Hello everyone. Jacob Shriar, growth manager at Officevibe. I apologize. You might hear my voice a little raspy. We went out for happy hour last night, but I think that’s good. I think that’s important. It’s important for team building, of course. Got to get everyone friendly and get everyone connected with each other.
I want to start this new video series where I talk about different things going on in employee engagement, company culture, and just sort of share my thoughts. I had originally an idea to talk all about onboarding, because I’ve been doing a lot of research into onboarding and some of the science behind it and some of the psychology behind it, but after last night chatting with a few people I came up with a new idea.
I want to actually talk about employee engagement in general. I find that a lot of times people over-complexify employee engagement and really just make it too confusing for no reason when, in fact, it’s really pretty simple in all honesty.
I’m going to share with you guys the secret to employee engagement. Based on all the research that I’ve done, all the studies that I’ve read and everything, really the secret to employee engagement is this. You have to let people be themselves.
I’m going to explain. I’m going to give you guys a great example. At Zappos in their company you’ll notice all the offices, all the desks, are all decorated with funky stuff, colors, and this and that. It looks like you’re at a carnival. It looks like you’re at a parade. It’s very wild, very colorful.
They’re not doing that because they want to decorate the office. They’re doing that because they want to let employees really express who they are. When I post this video I’m going to link to the actual study that I’m referring to, but the psychology behind it is something like this. Basically, what they say is that when people start to not behave like themselves they start to sort of question themselves and they sort of become automatically disengaged. Because they start to sort of wonder if they themselves are any good. Do you understand?
So, it’s really, really important if you want to increase employee engagement and make employees happy to let them be themselves. I’m going to give you a great example. If you’re a smart leader what you do is you tap into employees’ passions and you let them explore it.
I’ll give you a very simple example. Let’s say you have someone in customer service and their job is to be on the phone and answer phones, but they have a real passion for drawing or illustrations, as an example. You could get them as a project to do an infographic for your company or to create a landing page for your company.
Just in case anyone out there doesn’t know what a landing page is, it’s a specific page that’s sort of meant to act as a funnel for different people that are coming to your site. Let me give you an example. Let’s say you sell light bulbs. Someone is on Google searching for GE eco-friendly light bulbs. Instead of directing people directly to the home page, you could direct them to a specific landing page all about GE eco-friendly light bulbs with a nice picture of trees and the environment and this and that.
You could have that customer service person design that page. It’s kind of killing two birds with one stone, because you’re getting this work done and you’re also letting the employee express their true passion. That really is the secret to employee engagement. It’s much simpler than people think. Really, what it boils down to, like I said, is letting people be their true self.
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