Applying Design Thinking to Employee Engagement

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Design thinking is now taking center stage in improving Employee Engagement and Experience at the workplace. Marketers have long obsessed about the Customer Experience (CX) journey.  HR teams at leading companies are now adopting the same principles to better manage and improve the “Employee Experience”.

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Employee engagement strategies you learnt on your mother’s knee

I was down at the local supermarket today morning. As usual I was loitering in the candy and cookies section (a section that is supposedly off-limits for me) when a little girl ran into me and nearly knocked me over. She was so focused on some candies on a shelf way beyond her reach that she just didn’t see me standing there. A couple of hops and a full body stretch but she still couldn’t reach them.  I decided to help her and handed her a few. She gave the collection in my palm a very detailed check and nodded her head. She wanted the one with a bright yellow wrapper. And as soon I handed it over, she was off like a rocket. I shrugged and turned to get on with my grocery shopping. Seconds later she was back, a little out of breath. “Mommy says I have to say Thank you. Thank Youuu!”  A big impish smile and she was off again.

Be sure the next time I meet that girl in the store; I will sort through the entire rack to pick out as many yellow wrapper candies she wants me to.  The payoff: An impish smile and a thank you.

On my way back, I started thinking about all the stuff mothers teach kids. A whole lot of it sounds like best practices in employee engagement strategies. Here’s a quick refresher of stuff your mom already taught you (but then you forgot as you grew up in the big bad world)

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The difference between Employee Satisfaction and Employee Engagement

Employee satisfaction and engagement are deceptively similar sounding attitudes when seen superficially. Many people tend to use these terms interchangeably but there are clear differences between these two and it is important for business leaders to know the nuances. In fact in some organizations, shaking up satisfied employees might be the key to growth!

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#FridayVideo: Challenging Jobs as an Employee Motivator

I am starting a new series of short videos on Fridays (and hopefully will keep posting).

We would all love to have work that keeps up engaged and motivated. There are several dimensions to what drives engagement and the “job role” itself contributes very heavily to motivation levels. Put another way, if you are underpaid to do a lot of challenging work, you might still be pretty engaged (all startups pretty much work in this state) but if you are a smart person paid a ton of money to do nothing – chances are you will want to quit (fast!).

Here is the first in the Friday Videos series with some tips how managers can create Challenging roles to keep Employees motivated.

The Power of Story Telling: Get Employees Excited about your Company’s vision

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Having a meaningful vision to work towards, is a strong source of motivation for employees. Companies can use the psychological underpinnings of story-telling to better communicate and reinforce the organizational vision.

Most workers, many of whom are millennials, approach a role and a company with a highly defined set of expectations. They want their work to have meaning and purpose. Gallup, SOAW 2017 Report.

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When people Quit: Intelligent timely interventions can reduce employee attrition

A lot has been written about why employees quit; with people managers taking a brunt of the blame. But precious little has been discussed about the “when” and unsurprisingly managers can’t do much about most of those timings – or can they?

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