An Engaging Work Environment

AN ENGAGING WORK ENVIRONMENT
The second component of our model, an engaging work environment, consists of five key elements:

1. Aligning effort with strategy—Engagement begins with employees’ clear understanding of what they should be doing on the job. Each employee needs a solid job description and a clear set of performance expectations. Even more critical is their understanding that their individual goals are connected directly to the organization’s goals. Unfortunately, less than half of employees (47 percent) are satisfied with their organization’s system for managing their performance. Some organizations do an especially good job of creating alignment early in an employee’s tenure with the organization.
 
For example, new team members at Toyota are given a thorough orientation that clearly defines how their roles and the decisions they make tie into Toyota’s overall approach and manufacturing philosophy. To attain this alignment, leaders need to help all employees see the bigger picture and understand their roles relative to it. They also need to show how an individual employee’s actions affect other departments and external customers.
 
Building a strong sense of alignment with strategy requires a good communication system and strong accountability. Employees should be kept well informed about the changes that affect their work groups so that they aren’t confused or surprised when those changes are introduced. Additionally, when organizations provide a clear sense of direction and keep employees well informed, employees are able to make the best use of their time, resources, and budgets, and, therefore, don’t get off track when setting priorities or “spin their wheels” when taking action.
 
Effective performance management is the backbone of employee engagement. It drives accountability, serves as the basis for individual development, and shows everyone that the organization has a clear focus and direction. It also enables leaders to... [continues]

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