What I have discovered is that there is a connection between how engaged an employee is at work and the quality and quantity of their production . . . duh! Of course people who feel connected to their work through the mission and/or the relationships with their supervisor or coworkers will pay more attention to the quality of their work and accomplish more. This is not rocket science.
Here is how I laid out my project:
- Goal: Have the place where I work be recognized by the employees as one of the best places to work.
- Strategy to achieve the goal: Conduct semi-annual employee engagement surveys and employ specific tactics to reach the goal.
- Tactics: Identify 3 factors from each survey which evidence weakness in employee engagement and focus the attention of the institution's leadership on those factors, proposing specific actions which should positively affect and improve the scores for these factors on the next survey.
- Implementation: Use the 3 points from Switch by Chip and Dan Heath to design the activities which will accomplish the tactical goal.
- Direct the Rider - present the rational argument for improved employee engagement and how to accomplish this
- Motivate the Elephant - discover the place where the emotion connects through stories and/or visuals which will emphasize the need for behavioral change
- Shape the Path - design easy to accomplish steps with clear directions
- Measurement: The scores from the next survey should show improvement in at least these three factors, if not, identify and employ further efforts to affect the score.
- Repeat
How would these steps work for you in thinking about a project you are working on?
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