“Nobody ever washes a rental car!”
That is my anchor point for doing anything that involves organizational change and improvement. If one is to expect anything to happen, we must insure that there is buy-in and participation and engagement. But how do we actually generate a sense of ownership? Surely, it will not come when we tell people what to do — that only generates resistance (or compliance). It does not involve and engage them in any meaningful way even if they understand the reasons why those changes are being made.
One often hears that we need to “empower” the participants to actually go out and do something. Well, I strongly disagree with that possibly happening – how does one ever empower anyone to actually DO anything if they simply do not want to do it? Coercive measures are not an acceptable alternative in most situations.
(Note: We can generate behavior change by altering the mechanism by which people get feedback on their performance. That is a much better option than working with any kind of extrinsic reward system. Read more about that here and here.)
At the same time, many factors lead me to believe that there are a variety of opportunities for workplace improvement among individuals and among small groups, simply for the asking. There is a strong general motivation to make improvements if people feel the gap between what happens now and what could or should be happening. Cognitive Dissonance is but one framework that supports this framework of generating intrinsic motivation for improvement.
(You can also see a great animation of the concept of DRIVE, as framed by Dan Pink – https://www.youtube.com/watch?v=u6XAPnuFjJc )
But in the workplace in general, and especially in today’s risk-averse and “job enhanced” environments, the real key to rolling forward is not something like feedback or empowerment; I think Dis-Un-Empowerment is what needs to be addressed. We can involve and engage people and help them to identify issues and deal with the implementation of processes that help them manage roadblocks.
Generally, all of us make choices all through each day as to what we will do or not do. We will often choose NOT to do something because we perceive difficulties or perceived roadblocks (example: “He won’t support that idea because he did not support the last idea I had…”).
Most people can think of LOTS of things that would get in the way of implementing some idea or ideas for improvement (“It might be against policy.” “There probably won’t be any support / resources for that.”)
One key role of training (and management and coaching) is to act to REMOVE the perceived or potential roadblocks that are un-empowering to people acting individually or in groups. That can be accomplished by getting pre-ordained support from managers not in the workshop, having managers come into the training session to hear the ideas and manage the roadblocks (and have THEIR roadblocks managed – we know from lots of contacts that many managers and supervisors are more roadblocked than their people!) and for the trainer to have a very good background understanding of what can be done and how it can be accomplished.
One of the things we miss today are trainers with the extensive background in how to implement and then measure the effectiveness of the training in workplace improvement initiatives. There are many factors operating there including pressures of time and cost, which is one of the reasons that outside consultants can often get things accomplished when inside support people cannot — they also have the power of money and top management support behind them. But that is just a limitation and not a roadblock for the internal consultants.
Knowing how the most successful PAST improvements were implemented will give good insight into how the next FUTURE improvement might be implemented. There are cultural keys that offer perspective on these kinds of things.
So, how do we get the best results from brainstorming ideas?
Creating a gap between how things are now (Square Wheels thumping and bumping along) and how things could be operating (Round Wheels already exist) is a motivational force. And defining an implementation strategy for making small and continuous changes and improvements clarifies responsibilities often making change and improvement very doable.
But the real key is generating a feeling of ownership involvement. Too many people “rent” their time to an organization and go through the motions of maintaining their employment, rather than buying in to improve workplace improvement. The statistics on engagement and on “ready to leave for a new job elsewhere” are pretty discouraging when viewed from a position of leadership…
Yet most people do want to make a positive impact on the work they do and the workplace around them. They WANT things to be better, if we will let them do so. But they feel little ownership. According to a November 2011 analysis of its database of 5,700 employers representing 5 million employees, human resources consulting firm Aon Hewitt reported that engagement levels indicate the workforce is by and large indifferent to organizational success or failure.
(I address this in a more recent article on Presenteeism.)
Un-Engagement should concern all of us interested in productivity, people and performance.
You can read more about Dis-Un-Engagement by searching the blog. Another article is here. And here is an article on ownership.
What we CAN do is a better job of asking for ideas and generating possibilities for improvement from employees’ ideas. If they feel that they have a part in the issues and involvement in designing solutions, their involvement level will increase. Here are some suggestions and alternatives to simply doing what we do and generating the same results:
1 – Discuss the roadblocks that they feel are getting in the way of improving their performance. (You can find a number of articles of mine around different approaches here.)
2 – Ask them how to improve profitability. It is common that many people do not really consider costs and impacts on a daily basis and asking them to look at these issues might generate some good discussions about the purpose of their efforts in the overall organization.
3 – Discuss the impacts of other organizations on their ability to get things done. While this often tends toward the negative issues, there will also be some positive ones if you probe for them. Best practices of certain individuals in other departments will be seen and can be reinforced. Focusing on what is positive can help you build a better working relationship with other managers, for example, while you also look to address improvement issues.
4 – Get them to “Step Back” and look at their operations as if they were brand new employees and have them comment about what is not clear and what best practices might exist. Or, you can set this up as an accomplishment and chain backwards for things that were improved: “It is 2020 and our department was judged Best in the Business! What did we do that got us that recognition?” This approach tends to minimize roadblocks in their perceptions, since results were fait accompli.
Understand that it is impossible for a manager to have all the answers or to know all the issues. The workplace is really complicated and all sorts of things change on a regular basis. Plus, some people will construct better ways of doing things — Best Practices — that can be identified and shared throughout your workplace. Improvements can be generated by peer support for change.
And think about this:
If you are looking for simple and effective tools to generate involvement and engagement, click on the icon below:
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.
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Scott’s quips and quotes on Poems on The Workplace is here.
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