In the previous blog we spoke about the significant ROI boost companies can get by improving employee engagement. In this article we address the following questions to help us better understand the power of emotions to drive engagement at work.
- Ever wondered what truly fuels job satisfaction in the workplace?
- Curious about the secret behind fostering genuine connections between employees, their responsibilities, and a company’s overarching mission?
- Ready to delve into the world of positive emotions that have the power to revolutionise office dynamics?
- Intrigued by the idea of mastering the art of handling negative emotions for unwavering engagement?
If you’re nodding, join us on an eye-opening journey to unlock the emotional drivers that hold the key to a thriving workplace.
Our research has identified 4 strategies to grow emotional engagement:
- Embrace Gratitude and Acknowledgement: Instil a culture of appreciation, reflecting the “Gratitude” attitude. Recognizing achievements fosters positivity and amplifies emotional engagement. People that are genuinely thanked at work are:
- Half as likely to be looking for a new job
- More than 2x as likely to be highly engaged
- More than 2x as likely to feel respected
- More than 3x as likely to see a path to grow in the organization
- Empower Growth and Rise: The importance of professional development is significant in career growth and success. When employees participate in professional development programs, they not only gain skills that can help them become more efficient and effective in their roles, but they also feel valued by their employer. This, in turn, can strengthen loyalty and emotional connection with the company. Additionally, participating in professional development programs can provide a sense of accomplishment and self-improvement, contributing to greater motivation and engagement in their work.
- Facilitate Candid Communication: Open channels for honest dialogue, aligning with the “Authenticity” attitude. When voices are heard, emotional investment deepens, cultivating an environment of trust and collaboration. On the other hand, lack of candor causes distrust, stifles innovation, slows decision-making and hampers productivity. The desire to avoid conflict is understandable, but it’s one of the most debilitating factors in business today and this behaviour exacts a steep price.
- Resolve Disputes Swiftly and Equitably: Successful leadership includes the ability to approach conflicts in a constructive and solution-oriented manner. Resolving conflicts is a core task of every manager. It does not matter who is right, or who has the power to make decisions. It is simply a question of how conflicts are approached, carried out and resolved. Ultimately, it is important to prevent employees from needing sick leave and staying away from work. Unresolved conflicts in the workplace affect the atmosphere and have a negative impact on the mood of all employees. And if working time is lost, the economic consequences for the company are considerable. Managers must take decisive action to counteract this.
Examples of Companies That Are at the Forefront of Promoting These Successful Strategies in The Workplace
- Gratitude & acknowledgment: At Blueprint, Mayes and his team begin every week by gathering together to share one thing that each of them is grateful for. The exercise is part of an effort to develop the team’s collective emotional intelligence. “Much has been written about emotional intelligence at the individual level,” he notes. “I believe that increased EQ also happens at the team level.” By regularly expressing gratitude in a group setting, Mayes and his team cultivate empathy and are able to create a more trusting work environment.
- Personal growth & development: At Allstate, insurance team members are encouraged to spend half a day every week learning new things, testing new theories, exploring new data sets, or solving a new problem. Each week, there’s also a symposium at which an employee presents on a topic of his or her choice. Past themes have included current modeling techniques and business problems. Lastly, Allstate’s Center for Excellence identifies new technologies and techniques, then partners with work teams to implement them.
- Candid conversations: Censeo Cofounder and CEO Raj Sharma wanted to build a company that made authentic connections with clients. Along the way, Sharma realized that this strategy, which increased clients’ trust and the firm’s impact, was also critical to Censeo’s organizational culture. Now the firm hires people who will help sustain its culture; that means turning away some really smart people who do not align with these values. Employees hold themselves accountable for treating one another with compassion. They’ll confront colleagues—including those above them in the hierarchy—for blatantly disregarding the feelings of others or frequently blowing up at coworkers.
- Conflict resolution: The team at LiquidPlanner first addresses the emotions involved in any conflict to validate them, and only then dives into solutions. “Some conflicts occur because a person’s ideas and feelings are not being acknowledged as important,” Bruce Harpham writes. “By taking the time to acknowledge your team member’s problem, you could prevent any ensuing conflict from occurring.” There’s a myth that emotions have no place in the workplace, which is a belief that can actually prevent communication and cause additional conflict in the future.
Path to Emotional Engagement: Insights and Steps
Discover the secrets to exceptional employee engagement by taking cues from industry leaders. Blueprint’s practice of gratitude, Allstate’s encouragement of growth & development, Censeo’s authentic communication and LiquidPlanner’s courageous approach to conflict resolution are great examples of emotional maturity in organizations..
Conclusion:
By embracing gratitude, empowering growth, nurturing authenticity, and upholding harmony, you pave the way for heightened emotional engagement.
The connective threads of emotions and human potential are woven into the fabric of our Human Potential House framework. We can accurately help you measure and instill these human qualities into your organizational culture. Please get in touch to better understand how these proven strategies can drive the emotional engagement of your workforce and ultimately benefit your bottom line.
FAQs
1. How do emotional drivers differ from traditional motivators?
Traditional motivators prioritise money and career growth over emotional factors like purpose and impact, but investing in work and colleagues can boost dedication and satisfaction.
2. Why is fostering a positive workplace environment essential?
Respect, expression, and risk-taking lead to emotional investment in work, creating a motivated team and a sense of community.
3. How does emotional engagement impact productivity?
Emotionally engaged employees are more productive and committed, often going the extra mile to support business objectives.