FROM THE BLOG
Why are you here?
Posted by Tarah Carlow on August 28, 2014
When we talk about successful companies, it always starts with engaged employees. It can be very difficult to determine just how engaged your employees truly are without asking for thought-provoking questions. There are 3 questions that can be asked to help start you along the process:
1. What is important to them that they are able to get here?
The answer to this question is very important to determine in the hiring process and beyond because something this changes with time. For some, it will be money- that’s fairly straightforward. For others, it may be flexibility, education or status. For most, it will be a combination of all, but really digging in and determining what the primary driver is of paramount importance. Next step: is this a good fit- in other words- can you deliver what their primary need is? You can have the best culture in the world, but if their primary driver is money and you can’t deliver, all the culture in the world will not buy you an engaged employee. (I would argue an employee only concerned with money will never be truly engaged, but I digress.)
2. Why are they here?
It may be tempting to think this is the same answer as #1, but not necessarily. I will say that it is a red flag if the answers differ too greatly. Why do they stay? Is it only until something better comes along? Did they join the firm thinking they would get to take classes, or achieve a certain position, but that is not happening? (For any myriad of reasons.) If the answer to this #2 is different than the answer to #1, you have some digging in to do and adjustments to make- if plausible. If they are here for the flexibility and that is a core value of your firm, then that is a great match and you are able to deliver on it. This is a win and a positive step toward an engaged employee. They are getting what they most value from you. And remember, it’s a combination of reasons for everyone; we are talking primary reason here.
3. Do you let them take ownership of their work?
As much as you can, you should give direction, answer questions as needed and let your employees do their job on their own. You can’t do this in all cases, but in general, pride of authorship is a very real thing and the more an employee is in control of their own destiny, the more engaged they will be. At Prospera, our service value #4 is “I am involved in the planning of the work that affects me.” After Key Success Factors are set at the firm level, employees write their own Wildly Important Goals that help to achieve firm success. They then track for the whole firm to see on a clear, concise WIG board. Because they are so involved in the planning process, they are engaged in ensuring they meet their goals because they set them. It’s really a pretty simple concept, that most firms (including ours), are just waking up to. It is already making a difference and I’m positive it would make a difference in any firm.
It is not a question that successful firms have more engaged employees than unsuccessful firms.
The real question is- are you asking the right questions?
Later,
