At Mendelow Consulting Group, we’ve surveyed thousands of managers. We’ve crunched the numbers. Engagement boils down to three things.
Employees want to feel a sense of belonging or connection,
to feel valued for their work,
and to be empowered to make decisions.
That’s the secret to a happy employee, who in turn is giving their all to the organization. And, it turns out, it’s the secret to any relationship at work or at home. In our research, we have gathered input on three fundamental factors--
And, none of these elements operates in isolation. They’re all connected and are in motion at any given time. The Dynamic Leader graphic above shows all three elements intertwined by three intersecting infinity loops. When my son saw this image, he immediately said, “Oh, you created a fidget spinner.” So, we present to you the Fidget Spinner of Life.
Let’s look more closely at each of these, and how they show up at work and at home.
When he defined the hierarchy of needs, Maslow hit on a critical insight that unites humans: we are social beings. Our predecessors lived in tribes in order to survive. Today, we still rely on our communities and are social beings—even at a time when loneliness is an epidemic. (Side note, if you haven’t read the research on social rejection, check it out. It triggers the same reactions in the brain as physical pain.) Feeling a sense of connection at home and work is critical to our overall well-being. For example…
We also need to feel valued. Not simply recognized, but truly valued. The core question one asks him/herself here is, “Am I making a difference?” Whereas connection is focused on the interpersonal relationships, feeling valued is focused on skills and competence. In other words, one may question, “Do my contributions (skills, strengths, etc.) contribute in a meaningful way?” Soliciting feedback from the people who see us in action, and whose opinions we most value, will in turn help us feel valued. And, delivering feedback to others, in an honest yet supportive manner, will enhance engagement. Here’s what that looks like at work and at home…
We give “control” a bad rap (think “control freak” or “micromanager”), but we humans need to feel a sense of control. Without it, we feel helpless, and in extreme cases this can lead to depression and despair. How do you help those around you feel empowered? How do you balance your own need to be in control with others’? Here are some ideas…
The interplay of feeling connected, valued, and empowered is so powerful that it is the framework we use to help leaders grow in their role, and prepare to take on a broader role. Let us know how it rings true for you!
P.S. If you are looking for more insights on how organizations promote their values, check out the brief summary of our discussion from this month’s CBODN Book Club focused on the book Reinventing Organizations by Frederic Laloux. The book talks about a “soulful revolution,” one in which employees are engaged and organizations are enlightened.