Why Your Engagement Strategy Might Be Hurting Your Culture
As leaders, we're constantly gathering new knowledge, reading the latest books, watching webinars, and attending conferences to discover the next organizational "silver bullet."
However, there's a hidden risk: applying the right idea incorrectly can cause more harm than inaction. At H&K Advisors, we often observe change initiatives failing not due to poor ideas but because of poor execution rooted in a lack of understanding of human factors. When organizational improvements are implemented poorly, it’s not just a missed chance; it can also damage trust with your team.
The "Engagement Trap": A Cautionary Tale
Recently, I saw an organization attempt to "mandate" engagement, with leadership noticing their scores were at 50%. They then asked employees, with good intentions, to improve their engagement to boost the scores, even setting some teams a 100% engagement goal. However, the outcome was a tense and stressed atmosphere. The core mistake was misunderstanding what engagement truly means. By urging employees to "fix" the score, leadership mistakenly placed the responsibility for a cultural issue on those already feeling disconnected.
Understanding the "Investment"
At H&K Advisors, we define employee engagement as:
"The amount in which employees are willing to invest in the success of the organization" (Hurtienne & Hurtienne).
Engagement is not just a task; it results from leadership and culture. Employees decide to engage, but they usually need a strong reason from their environment. Rather than telling your team to "be more engaged," ask: "What can the organization do to earn your investment?”
The H&K Checklist: How to Engage the Right Way
Before you deploy your next organizational improvement initiative, we recommend a research-backed approach to ensure the rollout is ethical and effective:
Ground the Concept in Research: Is this a passing trend or a proven theory?
Study the Real-World Application: Look for case studies of how this has worked (and failed) in other businesses.
Identify Strengths and Weaknesses: Become an "expert with eyes wide open." No model is perfect for every situation.
Assess Cultural Fit: Determine if the concept is appropriate for your specific industry and workforce demographic.
Transparent Communication: Explain the "why" to the entire workforce before the "how."
Monitor and Adjust: Create a plan to measure the implementation, not just the final score.
Let’s Get It Right the First Time
Strategic initiatives require careful investment of your organization's time and reputation. Avoid the "delict of duty" by implementing complex changes without a clear plan. H&K Advisors excels in ethically and effectively applying organizational performance concepts. We assist you in going beyond mere "stretch goals" to cultivate a sustainable, high-performance culture.
Is your current engagement strategy creating stress or success? Contact H&K Advisors today for an Organizational Health Audit.