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A Call to Greatness: Why Chasing Employee Engagement is Thinking Too Small

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A Call to Greatness: Why Chasing Employee Engagement is Thinking Too Small

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Any organization can become a stronger magnet for talent, and every organization should. But how? We recently studied attraction and engagement insights and models from industry leaders including: Aon Hewitt, Deloitte, Gallup, and Towers Watson, to discover the six attributes of a culture that inspires engagement.

Any organization can become a stronger magnet for talent, and every organization should. But how? We recently studied attraction and engagement insights and models from industry leaders including: Aon Hewitt, Deloitte, Gallup, and Towers Watson, to discover the six attributes of a culture that inspires engagement.

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A Call to Greatness: Why Chasing Employee Engagement is Thinking Too Small

  1. 1. A CALL TO GREATNESS Why chasing employee engagement is thinking too small. by the O.C. Tanner Institute
  2. 2. “Scores are low, it’s time to get our people in gear.” “We need to drive engagement.” “We really have to engage our employees.” These phrases imply leaders can “drive” engagement or “get” people in gear.
  3. 3. THEY CAN’T. We tend to believe people can be coerced, enticed, or incented to engage.
  4. 4. BECOME All we can hope for is to the kind of corporate culture people want to engage with.
  5. 5. METAPHOR ALERT: IF PEOPLE WERE TOOTHPASTE... A story in Wired Magazine told of a team of Colgate-Palmolive chemists who were having trouble getting fluoride powder into a tube.
  6. 6. THE SOLUTION was to electrically ground the tube and impart an electric charge to the powder. ONCE THE TUBE BECAME IRRESISTIBLE TO THE POWDER, THE POWDER RUSHED IN TO FILL IT.
  7. 7. IT’S THE SAME WITH PEOPLE. Leaders may not be able to drive engagement, but they can earn it. They can make their culture so great, that people will rush in to fill it.
  8. 8. EVERY ORGANIZATION SHOULD. BUT HOW? Any organization can become a stronger magnet for talent.
  9. 9. Top HR consultant, Josh Bersin, put it this way: “Using the word “engagement” often limits our thinking. It’s assumes that our job is to reach out and “engage” people, rather than to build an organization that is exciting, fulfilling, meaningful, and fun.”1
  10. 10. We recently studied attraction and engagement insights and models from Aon Hewitt, Deloitte, Gallup, Towers Watson, and our own proprietary global studies to discover six attributes of a culture that inspires engagement. WHAT DOES A TRULY MAGNETIC CULTURE LOOK LIKE?
  11. 11. A GREAT CULTURE HAS: GREAT PURPOSE GREAT LEADERSHIP GREAT OPPORTUNITIES GREAT WORK GREAT WELLBEING GREAT EMPLOYEE RECOGNITION
  12. 12. Focusing on culture is the exciting part of HR. It’s an opportunity to: To see how O.C. Tanner helped The DOW Chemical Company influence greatness, 1 http://www.forbes.com/sites/joshbersin/2014/04/10/its-time-to-rethink-the-employee-engagement-issue/3/#6c78d5603455 influence greatness be strategic and impact performance help your organization become the kind of place people are naturally drawn to work for and engage with. WATCH THE CASE STUDY HERE

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