I generally post up pretty complete thoughts and frameworks but this one is more of a blurt. If you want me to do more of these, pass the word.
My friend Frank Navran said, “Trust is the residue of promises fulfilled.”
And I think that employee engagement ties solidly onto the tail of trust, in that you need to feel that there is a peer-group safety net to take the risk of showing that you care about the job and about the organization in many organizational cultures.
Workforce said that 1/3 of all employees would forego their raise to have their boss fired. How might that reflect on the likelihood of employee engagement and active involvement, one might think…
Maybe we need to look to do something differently. I mean, does this REALLY need much in the way of New Thinking to generate some alternative behaviors in most workgroups? Is this a Training Issue, or could people simply CHOOSE to do things differently?
Don’t Just DO Something; Stand There.
Choose to do some things that will actually generate some active involvement among the people in your workplace. Allow people to address some issues and to successfully implement changes and improvements, Those Round Wheels ARE already in the wagon,
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.
Square Wheels® is a registered trademark of Performance Management Company
LEGO® is a trademark of The LEGO Group
Also published on Medium.