Employee Engagement

Employee Engagement Myths and Kaizengagement Workshop: Small is the New Significant

Employee Engagement Myths and Kaizengagement Workshop: Small is the New Significant

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 857 Views,    23  Nov  2015 ,
Published In  Employee Engagement

Three Parts. The workshop was divided into 3 parts. The first hour involved creating dialogue with the participants on 21 common myths of employee engagement. The second part was a presentation on kaizengagement: six tactical and practical engagement approaches. The third part was a gathering of most participants at a local establishment for further discussion and networking.

Don’t myth out. During the first section participants worked in 3 different groups of about 6 to discuss their thoughts and perspectives on 21 possible myths of employee engagement. We were not creating a correct answer to the myths but rather a discussion and examination of the myths we work by. There was much discussion, deliberation, debate, and declaration. Here is a sample of five of the twenty-one myths* participants discussed:

  • Engagement is a noun
  • Engagement is a problem to be solved
  • There is a them in engagement
  • Disengagement is a punishable offence
  • Executives are not employees

Kaizengagement. The second part of the afternoon was on kaizengagement. This is a fusion of the words kaizen and engagement. Kaizen is the term often associated with small continuous improvement. Participants were invited to examine the small and significant things organisations, managers, leaders, and individuals can do to enhance engagement. It seems that we are often overtaxed with so much work that engagement seems like yet another burden. Given this perception from my work with many organisations I offered the following 6 kaizengagement invitations to action:

1.Engage progress: Achieve small wins and benevolently hack your work for progress.

2.Engage co-created relationships: Establish high quality interactions for optimal organizational energy, the foundation of engagement.

3.Engage key moments and tactical behaviours: Determine when your actions will have the biggest impact and determine the tactical behaviours that you need to engage in.

4.Engage your strengths: List, live, and leverage your strengths especially in the service of others to boost both engagement and authentic working happiness.

5.Engage the community hive mind of organisations: We are in this together so follow the principles of getting everyone on the same page by giving them an opportunity to write on that page and follow the maxim: "never do anything about me without me."

6.Engage moments and conversations: Engagement is in the now and utilize 45 seconds conversations to enhance performance rather than relying on a cumbersome time-delayed performance management system.



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