But what does that mean and who cares any more?
Since 2013, engagement has hovered around 30% despite a plethora of initiatives. Why?
Lack of top leadership buy-In. Employees resent that leadership ‘placates’ without really caring.
Poor or infrequent surveys, and lack of action taken on those that are done.
No payoff to initiatives that were just seen as time-wasters.
Turns out that Oxford University research has found that employee well-being, not engagement, is the driver of productivity and business success. Well-Being means measuring how people feel at work. When employees are happy, less stressed, and feel connected, they bring their best selves.
This is short-form Oxford assessment used:
I am happy at work most of the time.
My work has a clear sense of purpose.
Overall, I am completely satisfied with my job.
I feel stressed at work most of the time.
Belonging is the most impactful, yet only 6% of leaders see belonging as ‘important’.
Feeling cared about
Friendships and connection
Feeling appreciated
1. SAY IT
Tell people they belong and why. A recent focus group of San Diego YMCA members (and staff) found that the key to retention was a feeling of belonging to community, that someone cared about them being there. The YMCA banners “You Belong” have a positive impact.
2. REWARD IT
Highlight even small achievements, innovations, and steps forward by name and team. Celebrate birthdays and milestones with simple gestures. Hold special events, icebreakers, team competitions, pop-ins. San Diego’s Liberty Military Housing schedules senior leaders to visit sites with treats and to just ‘hang out’ with employees.
2. PROVE IT.
Be available. Open a direct channel of communication, whether it’s on your intranet, an open texting system like New Balance, or a monthly town hall with the CEO—all where topics can be brought up without fear of punishment.
Listen. If surveys say that reasonable work hours, discouraging after-hours emails, requests to check-with-us-first-before-demanding-change is important - make the effort!
3. BUILD IT
Build belonging with team projects that bond people, cross-departmental happy hours or team lunches that allow employees to know each other well enough that they can work toward celebrating each other’s accomplishments.
