Inspiration Conversation

You know you're on to something when Scott Adams makes fun of it.  He has the ability to present truth in a way that makes me laugh and makes me think - and there's a lot to think about in these three frames!

As "management experts" in the Recognition and Reward Systems (RRS) space, how would we answer the boss if we heard the statement, "we need more employee engagement"?  To do our jobs well, I'd suggest we understand the following:

• An RRS will contribute to engagement only after basic job needs are met.  Get to know Maslow and think about what that theory says relative to your workplace.  
• Your RRS should be comprehensive - EVERYONE should have an opportunity to be recognized.
• The RRS should support corporate strategy and business goals and should be able to flex when the strategy and goals evolve.
• Because it supports strategy and goals, an RRS must be designed in a way that creates a seamless appearance relative to other corporate initiatives and communication.
• If you expect to understand how your RRS impacts employee engagement, you need to be able to measure outcomes.
• Yes! The boss can be happier - but they have to be involved with the RRS - believe in what it stands for, use it, promote it and celebrate the accomplishments it highlights.

So it's official ... "Employee Engagement" is now a part of official business lexicon and it's likely that it will become even more visible.  The question for those of us interested in addressing the issue is which character in the strip are we playing and how will we answer the "I want more employee engagement" question?

Seriously...