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Tag: ideas on facilitating engaging motivating

Disruptive Engagement – 6 Blogs and 4 Illustrations

Engagement is anchored to empowerment, and organizations need dis-un-engaged and dis-un-empowered supervisors in order to optimize performance and productivity. I say this simply because supervisors manage workers and workers do all the work and because data after data show that un-engagement and un-empowerment are two main themes of so many workplaces.Disruptive Engagement and Empowerment Square Wheels image

As I thought about how corporate engagement is generally run, it seemed to me that more local control would allow more impacts, that more supervisor control at the workplace level might offer more opportunities to impact active involvement and actually involve and empower people. Too much seemed to be driven tops-down rather than bottoms up. So, I detailed my thoughts in an article about thinking locally:

Engagement – Think Local, Act Local

And that writing started me thinking about the whole negative reality of tops-down, corporate “engagement” that my 40 years of business management work has never shown to work very well. The thought was that disrupting this approach might be interesting.

Corporate Engagement Hasn’t Worked – Why not try Disruptive Engagement?

So, what IS Disruptive Engagement? Nothing fancy. It is simply about allowing the supervisors and managers to remove the things that their people perceive to be getting in the way of improving their workplaces. Often these are perceived roadblocks, more than real ones and Best Practices will show that the solutions are often already in place and working in isolated cases.

Disruptive engagement supervisors and motivation

Well, That got me thinking about what to actually do to accomplish this kind of initiative. The ideas already exist and it is more about developing a culture that does a better job of minimizing fear and optimizing discussions.

Disruptive Engagement, Supervisors, Empowerment and Performance Improvement

But a reality are the issues of allowing the supervisors the time and ability to actually do things differently. There is simply so much task interference from meetings and reports and measurements and other factors to really allow them the coaching time or the time to facilitate implementation of ideas.

FREE The Supervisor – thoughts on Disruptive Positive Active Engagement

and

The Hubcap Report – a note on Task Interference and Supervisors

What we need are good conversations and the improvement of facilitation skills to better actively involve workers.

Radical Candor and Disruptive Engagement

The solution actually does appear to be relatively simple and straightforward, if organizations really consider these issues of engagement, motivation, empowerment, innovation, and teamwork to be of importance. It sure seems like they are important, so why do we choose to not do things differently? We talk and talk and measure and measure and meet and meet but seldom have any direct contact or influence on the workers.

Disruptive Engagement and Radical Candor by Scott Simmerman

Why can’t we do this?

For the FUN of It!

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+

You can reach Scott at scott@squarewheels.com

Square Wheels® is a registered trademark of Performance Management Company
LEGO® is a trademark of The LEGO Group

 

 

What is it with “Engagement?” Why can’t we drive it forward More Better Faster?

I was shocked and amazed to see, after we have spent billions of dollars on surveys and assessments and trainings of various kinds, that workplace engagement continues to be an issue and that only about a third of people seem to care about their workplaces.

It is amazing because there are thousands of books on leadership, amazing quantities of published works on organizational alignment and missions/visions, as well as how-to books like Good to Great and even way back to Managing Excellence-themed works — they all seem to show that the issue of generating shared expectations and teamwork looks pretty straightforward. Just DO It, right?!

But works such as Lenconi’s “The Trouble with Teams” shows that there are issues. Heck, an old article I read documented the ideas around Theory F, that FEAR was a good tool for managers to use to manage performance. (I mean, yeah it happens but to do it as a conscious strategy around workplace fear seems to be a reach!).

Gallup just published a report that showed that only 35% of male managers in the US are engaged in their jobs. Repeating: only 1/3 of males who are managing and leading other people are themselves engaged. (It is better for women – 41%, and it also shows that the teams working under women are also more engaged).

I remember an old one-liner, said to be Utah Jazz coach Frank Layton, talking with a talented but under-performing player: “Son, what is it with you? Is it ignorance or apathy?” to which the player supposedly responded, “Coach, I don’t know and I don’t care.”

Now whether or not the story is accurate, it does reach out to the issue that lots and lots of managers, supervisors and workers don’t seem to know or to care. So what can we do differently? Well, the answer to the engagement issue sure seems to be the involvement narrative. People that are told what to do simply push back; I know it and you know it because we all do it pretty naturally, almost biologically.

This is also supported by the idea that nobody ever washes a rental car. Talk to an owner of a rental car franchise to get some amazing war stories of what went out and what returned. Talk to someone who owns rental property. We simply cannot simply expect people who have no ownership to take the same responsibility as the ones who hold some proprietary interest in it.

There is a general lack of respect, and we have seen the number of people quitting their jobs to exceed the number who were terminated in the past. There are all sorts of issues around how people are treated, informed and involved:

  • Statistics find that 86% of engaged employees say they very often feel happy at work (against 11% of the disengaged). And, 45% of the engaged say they get a great deal of their life happiness from work (against 8% of the disengaged). (Gallup)
  • 46% of new hires leave their jobs within the first year, generally because of their managers and how they are treated
  • 63% of those who do not feel treated with respect intend to leave within 2 years (it is hard to capture data on those who actually do, but one can guess that they contribute at the “minimal expectations” level
  • Only 29% of UK employees believed their senior managers were sincerely interested in their well‐being; only 31% thought their senior managers communicated openly and honestly; only 3% thought their managers treated them as key parts of the organization and no fewer than 60% felt their senior managers treated them as just another organizational asset to be managed. (Towers Watson)

A Solution seems to be pretty simple:

Supervisors should be asking and listening. They should be asking their people for ideas about what needs to be improved to make their workplace more efficient and effective and those ideas should be considered for implementation. A solid approach to facilitation helps clarify the issues and opportunities, identify best practices and good ideas, and would help drive ownership involvement, teamwork and alignment to shared goals and expectations.

Is this a Perfect Solution? Probably not, because there is a lot of stuff cascading down from above that impacts motivation and morale and how things are prioritized. But does it make sense at the local level, where the supervisor interacts with the worker? Most certainly. This is the leverage point, but the supervisors generally do not have the skills to manage this and HR and T&T are generally too lean to offer much help.

The Square Wheels Project facilitation training for supervisors

What we are doing with The Square Wheels Project is teaching some simple, straightforward facilitation skills using an image that allows people to share their thoughts and ideas. We are sharing ideas about how to make these meetings highly interactive and effective, and suggesting how to structure the collection of ideas and the development of implementation strategies. And we are setting up a peer-coaching and peer-support approach to help supervisors actually move forward and do some things differently.

And we are keeping things very simple and straightforward: Show the image, ask tabletops for reactions and thoughts, identify some operating Square Wheels, select some to work on and generate some Round Wheels solutions. Implement.

We are focused on engagement, but we are also driving innovation, intrinsic motivation, teamwork and a lot of other positive team building and team bonding kinds of things. We will also support learners with ideas on managing roadblocks through a similarly engaging process.

Engagement Cannot Be Rocket Science. Involving people in workplace improvement ideas simply cannot be as hard as the big consulting firms, looking for the big consulting contracts, would make it appear. Ask, and Ye Shall Receive!

If you want to see more, go to www.TheSquareWheelsProject.com to view a short introductory video.

And if you would like to collaborate with us in some way, connect directly with me,

For the FUN of It!

Dr. Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

You can reach Scott at scott@squarewheels.com
Connect with Scott on Google+

Learn more about Scott at his LinkedIn site.

Square Wheels® is a registered trademark of Performance Management Co.
LEGO® is a trademark of The LEGO Group

 

Workplace Motivation – “I Quit! Nevermind. Whatever…”

I Quit! Nevermind. Whatever…” is my anchor point for what seems to happen often in the workplace. It may be a sudden thing, where the pin hits the balloon and the worker finally snaps and decides that they are quitting — but often, before actually leaving, they will placehold their current work as they will look for another job. Or, it may simply be that the person burns out, gets totally blase about things and just does not care to try very hard anymore. Then, they will simply work to meet minimal expectations.

In this post, I excerpt some of the key thoughts and data points in my article about workplace performance. You can download a copy of the full article from box.com by clicking on the image below:

I Quit Article Icon

What I will do herein is highlight some of the key points about how to engage the dis-engaged or to accomplish what I talk about as Engagimentation.

We can start with how it all starts, with a statement of how things are working:

imagine a workplace

Yeah, just imagine that! Let me know if you actually find one of those because they would be a good role model for the rest of them. I can imagine that things work pretty well there and that they are profitable. It is a nice thought. But research shows that it is far from the average workplace of today,  where surveys consistently show the majority of people as dis-engaged and only casually involved. Surveys of managers show that many think that people would be happy to just have a job (and they are); but happiness with being employed does NOT translate into productivity and performance results.

Stats show 85% of employees report their morale declines significantly after spending 6 months on the job (from Sirota Survey Intelligence) and 49% of workers say they constantly have their antennae out for new job opportunities — even when they are happy in their current position. Few feel their current employer is giving them a fair deal in terms of advancement opportunities (Kelly survey).

We start with an energetic, positive and committed new hire who becomes one of those people who simply disappear and are working to simply get by and noticing if something better might come their way. Focused on meeting the minimally-acceptable standards of productivity and quality, they seem no longer much interested in much. They are not the first person you call on when something needs to get done. And there are a lot of them in most workplaces.

The article has a series of statistics that back up the basic idea that the majority of people in the workplace are simply choosing to underperform because they are just not “into it.” They are not bad employees, they are just not giving what they could and it shows up in a variety of ways. Think of them as: Average. Middle. Muddling. Mundane. Un-exceptional. Un-engaged.

Some Common Situation Causal Factors could include:

  • Being Restrained: One area of concern is around the mis-fit of policies, procedures, rules and regulations. They may become frustrated because they are restrained in how they accomplish things. They might want to be more helpful to customers or they may see possibilities of improvement that are either rejected as ideas or simply brushed aside.
  • Being Ignored: They may simply feel that they are ignored. They might not have feedback systems that provide effective information about their performance and those results may be invisible, in their opinions, to their management team. They might feel that they need training (or they are sent off to training for no apparent reason). And when they do extend forward, no one notices or comments; it changes nothing.
  • Not on the Team: Or, they may feel as though they are not part of the team or the in-crowd. People at the margins tend to become marginal. As part of a team, they often feel that their efforts contribute to the overall good. But with no sense of such involvement, they tend to become less involved, quickly.
  • Accidental Adversaries: Another factor was discussed by Peter Senge in his work on learning organizations and involved a series of small negative events that, in the bigger overall situation, would become more and more annoying over time. Repetitive small “pinches” could eventually be disruptive. There was not one event or one thing, just a bunch of little things that added up. It should not be surprising that these loops could be common between workers or between an individual and a supervisor and that, left unattended, they underpin a motivational problem.
  • Punishment, defined as a negative consequence that occurs following some behavior, is another issue in many workplaces. We are not talking “public disgrace” here or corporeal punishment; we are more often talking about little comments or perceived slights or the threat of negative consequences that could occur in response to behaviors.

When people are strictly following policies, procedures, rules and regulations, they will not be productive. (Yes there are situations like safety where strict compliance is important, but less so for customer service, manufacturing or similar kinds of activities). In fact, most work slowdowns are anchored in people following things overly precisely and carefully.

What do we do? How do we motivate these people?

Re-engage them. And understand that this will take time and effort. You cannot do this to them, but you can do it with them. Change and improvement take time, but the capability is there. Remember that, “Trust is the residue of promises fulfilled” (Frank Navran) and that you need to build your base moving forward.

Re-frame the solution into the simple context of Dis-Un-Engagement. This is the process of working with them to identify the things that are unengaging them and do things to remove those factor, in reality and in the perception of reality. The key is to be seen doing things differently. (I am not talking about faking it; I refer to the reality that many beliefs they might have are simply not true but if they feel that they have some control, these factors become less important.)

Dis-Un-Engaging is re-motivating by de-un-motivating!

Identify the past and present things that are currently un-engaging people and use facilitation and teamwork to identify those factors and issues that can be changed, added or reduced that will help to eliminate or minimize these performance issues and change the culture.

Actually, this is really straightforward and accomplished by:

  • removing the perceived (common) or actual (sometimes) things that are un-engaging people and teams, you serve the purpose of re-engaging and re-energizing them;
  • facilitating, you generate active involvement. You lead and engage;
  • creating a new sense of vision and mission about the future;
  • using teams to solve problems, you build the teamwork support, energy and resources needed to supply the peer pressure to improve and sustain.

Many believe that this is all there is to motivation:

How to Motivate People red color

clicking on the image will take you to another article on motivation

There are always threads in my LinkedIn groups focused on the above. Many organizations try to control people’s behaviors extrinsically, a highly difficult process fraught with all sorts of potential negative side effects. Money works, but there is a continuous need to increase its amounts to get the same results over time, and you will get a lot of competitive responses between people that have negative side effects and interfere with teamwork. Plus, extrinsic incentives will only motivate the top performers, in most situations.

In B, we will get performance. But it will be compliance-focused and not exceptional. And, do NOT turn your back, since various kinds of retribution and sabotage are common.

Recognize this simple reality:  People WANT to succeed.
We simply have to help them come back in and re-engage.

You can start with something easy like this:

Visioning 2019 Engagement

And simply listen for how people want their workplace to be. They will talk about the different problems that were fixed and the way they were engaged and involved to fix things.

After that works and you get a grip on the kinds of things that are seen as issues, you can help define how things work and get after those things that need improvement. Our approach has always been to ask for issues and opportunities using our Square Wheels illustration toolkits:

SWs One - How Things Work

But there are lots of things you can do and how you can do them. My approach is to use the above and then get them thinking like this:

Intrinsic motivation comes from feeling successful and wanting to continue to improve how things work.

Intrinsic motivation comes from feeling successful and wanting to continue to improve how things work.

We want the group to feel like they understand the issues and can deal with them effectively. The key is to implement some improvements and possibly use teams to help with that process. Do things differently! Success makes Continued Success more likely.

Engagimentation = engagement plus implementation

Doing more surveys without doing anything to involve and engage people tends to feel more like this:

Working hard, turning corners, working hard, turning corners, working hard...

Companies spent $700 million on engagement surveys. They got close to nothing in return – engagement is dropping most places.

Don’t just have more surveys and more discussions. Involve and engage the people in the organization — especially those in the middle — to improve performance results of all kinds.

You can download the complete article on workplace engagement by clicking this sentence. Your feedback would be appreciated.

Scott on CoachingYou can also find a 3-minute video on my YouTube page that explains the concepts around coaching and improving average performance and the idea of moving the overall performance curve to improve results at http://www.youtube.com/watch?v=cohrhcYpDCk

For the FUN of It!

Discuss what you might do differently

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant. 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: http://pinterest.com/scottsimmerman/

 

 

Addendum – There is a really interesting “I Quit” letter going around, reportedly from a woman auditor who quits PricewaterhouseCooper (PwC) because of people, structure, culture, and job growth. She pulls no punches. You can find that, with a long series of comments from other people, at http://gawker.com/this-is-the-best-i-quit-email-youll-read-all-week-1467082884

 

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