Getting peak performance from your teams requires high engagement.
Engagement’s link to revenue has been proven. However, it’s not enough. Companies who get the best engagement from their people are not focused on engagement. They’re doing much more.
Engagement is a byproduct of the firm’s greater purpose and strategy. It’s an outcome, not an input. It’s not just a simple recipe: low morale + engagement = performance! Doesn’t work. If only it were that easy!
The reality is that engagement is very easy – if you know how it’s done.
The challenge for most firms dealing with engagement challenges isn’t “fixing their engagement problem” – it’s that they’re looking for a solution instead of identifying what behaviors need to change across the organization.
They feel like they must be missing something, a key ingredient in the mix. They’re looking for something to add. They buy a ping-pong table, better coffee, and healthy snacks – hoping that will fix things. People appreciate it, and it’s a thoughtful gesture… but pretty soon things go right back to normal. Because the core problems weren’t addressed.
People challenges aren’t solved with a magic bullet solution.
Most of the time, poor engagement stems from serious issues around trust, integrity, and a feeling of broken promises – even betrayals.
This can lead to a certain type of organizational cynicism; the feeling that “nothing will ever get better around here” or “this company sucks”. These challenges are emotional and they run deep. It requires a lot of listening, understanding, and emotionally intelligent strategy to systematically turnaround a company with huge engagement problems.
Overcoming a major engagement challenge must be fully supported – even led – by the senior leadership of the organization.
It also requires outside intervention. Because of the trust issues, it’s nearly impossible for an internal advocate to overcome the politics of the status quo.
The good news: there’s a process we’ve developed to change things at a team level. It’s a great way for internal change agents and champions to spearhead a process that helps catalyze results across the organization. It begins with their team.
Results are measured, impact is noticed, and very soon – everyone’s ready to try something new.
It’s a carefully architected process that produces high engagement – because we make it a lot of fun. Not some hokey team-building exercise on ropes (altho those can be fun), but the type of fun that comes when a group of good people finally see the light at the end of the tunnel. It’s an enormous relief of pressure and stress to finally address some of the toughest challenges facing a team.
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