Date: 3/29/2016

Title: ENGAGEMENT AND CULTURE – Part 1

By Jennifer Erickson

You might wonder how these topics fit together. They do fit. In fact, they are reciprocal. They feed off each other. To have engagement from employees, you must have a culture that feeds this. To have a culture that creates empowered and creative employees, you must have engagement. The fulcrum for this is leadership.

Great leaders understand the reciprocity between engagement and culture. Engagement occurs when your employees and team “get it”. They not only understand the purpose for which they are striving, but they also are fed by it. They are motivated to _____________fill in the blank…whatever your purpose is: create sustainable houses, help people with barriers get jobs, match your client with the best retirement options, assist clients with weight loss goals, meet all banking needs of clients, etc. This is universal across all industries and all companies.

Your employees and team are so engaged, they wouldn’t think of working anywhere else. They are excited to come into work each day. They radiate enthusiasm and service to all customers—internal and external. Their brains are thinking about how to create the proverbial better mousetrap.

Culture is the history of your organization. It is the unwritten rules for your company. It is the essence you project. Culture can be tricky, because it is the hidden pieces to your company. Yes, you have a policy and procedures manual that covers any possible questions about employment and behaviors. But, how do people know that the microwave should be cleaned after they use it? Or, what the janitor’s name is? Or, that diversity is valued?

To learn more about how to practice this understanding, contact Results Group, LLC at www.ResultsGroupLLC.com or 515-330-2866.