high engagement

“Control leads to compliance; autonomy leads to engagement.”
― Daniel H. Pink


Do you work in an environment that wants your strengths, talents and abilities?  Do you work where you are expected to do as your are told?

Which work environment would get the most out of you?   The first one or the second one?

What gets you engaged in the work you are doing?

– The work

– The people

– The culture

– The environment

– The purpose and mission of the organization

– The values of the organization

– The perks and benefits

When you have a new idea, how it is received?    Does the culture bring in the voices of the introverts?   Does the culture promote professional development?  Does everyone contribute?   Do non-performers seem to hang around forever?    Are their systems in place to help employees perform at higher levels?    Does the company move quickly or does it take forever to get a new idea or process in place?   Is there a focus on being better?

A great organization is going to help you be successful.  Your part is to make the organization successful through the skills you have.   If the work is boring or isn’t adding value, why would you work there?   If you aren’t using your skills to your best ability then find out how you can make a bigger contribution.

Does the company “reward” employees and celebrate successes?  Are there reviews when things don’t work well to find out how to make things work better? That isn’t a witch hunt, it’s a sincere effort to improve processes and results.  Business growth is based on learning and people learn through experimentation and finding out what doesn’t work (some would call that failure).

What kind of company or organization do you work for?   Is it liberating the best from you on a consistent basis?   Are you growing and being challenged with new work?   What are you bringing to the table, is it your best?

Answer the questions.   Are you working to your full potential?  Do you love what you are doing?   Are you able to do what you love?   What is important to you?

Are you engaged in the work you do?

3 responses to “high engagement

  1. Ratner: I’m not sure that I can talk to what’s right or wrong for other organizations, but what I’ve learned at Zappos is that we have to be totally committed to living our core values, in both good times and bad. If each value is something we’re not willing to compromise at any time, for any reason, we’re living the right ones. If a company calls something a core value but is in any way willing to sacrifice that value, even just a little bit, then I think that’s a huge hit to culture—living something that’s just not true. I think the question really is, “Would I live according to this value if revenues were down 40 percent, or if no one was looking, or if no one would find out the outcome, or if I’m running three days behind, and so forth?” If the answer is yes, you’d always stay true to those values despite hard times, then I think that’s the strongest start to building and maintaining culture. Not ensuring this level of value commitment is a really big mistake in cultural development, I think.

  2. The culture of an organization is directly related to, and dependant on, the behavior and attitude of its employees. The organization draws its strength from its core of employees, which naturally evolves and succeeds if its employees have a positive and healthy approach to business. Employee behavior & organizational culture can be adversely affected in a negative work environment.

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