August 25, 2009
The August issue of Culture to Engage e-newsletter promised “even more reasons, tips, and strategies to help
your business make a stand for the Culture of Engagement.”
Believing your employees will engage is not enough. Offering a once-a-year seminar about engagement is not enough. Just reading e-newsletters and blog postings is not enough. Your influencers (executives, leaders, managers) must determine that and how employee engagement is a critical element of their business culture.
Here are three legs on which to stand your business’s culture of engagement:
Executive design.
The principal(s) of your business must articulate the culture on which the organization stands. By stating the organization’s personality, including its assumptions, values, behaviors, and commitments, the executive draws the business culture blueprint. Certainly, clear identifications of the value and visibility of engagement appear in that blueprint.
Leadership development.
The leadership team of your business are responsible for developing the specific what’s and how’s, following that blueprint. A culture lives only if its dreams and ideas are given viable structure and process. Transferring what is believed to what is observed fall to the leadership of an organization.
Management implementation.
Managers own the actualization of your business culture on a day-to-day basis. Managers own the chance to develop engagement among employees and so put life to the structure and processes of the business. Managers not only initiate this employee engagement; they maintain it, support it, increase it, and alter it on a continual basis.
The picture f the stool above doesn’t show them, but three rungs can connect the legs and add greater strength to the business culture.
One rung validates the culture. Consistently validate the business culture in light of current trends in the economy, the industry, the market, and stakeholders.
A second rung references other cultures. Coordinate validation with examination of other business cultures of engagement.
The third run generates continuous communication about the culture. Utilize avenues of communication about employee engagement efforts among executives, leaders, and managers.
Visit the Culture to Engage blog tomorrow, Wednesday 8/26, for more benefits a culture focused on employee engagement brings home to the business.
Tags: Employee Engagement, Executive, Leadership, Management
[...] at the power that comes when key players — executives, leaders, managers — make a stand for engagement in their business [...]
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