Years ago I worked for a clinical laboratory. As part of my new hire training, I spent a day in each department. I sat and listened to Customer Service Reps handle calls from clients, I rode with one of the drivers to pick up specimens, spent time in billing and went into the lab in the middle of the night to observe the testing. I worked there for almost a decade and never forgot the experience of the training.
By seeing all of the parts that made up the whole I had an acute understanding of my role in the company. I was in Sales and my understanding of the whole gave me the knowledge to communicate with existing and potential clients. Because of the engagement created during my first week, I routinely spent time with other departments and when problems arose I was able to work as part of a team to quickly resolve it.
Numerous studies over the years have validated that when employees feel connected and purposeful, their productivity and performance is high. However, far too often organizations miss this critical step. They may incorporate it into training, as my company did, but fail to nurture it over time. Employee engagement requires an ongoing organizational wide commitment to ensuring that employees feel valued and connected.
It’s human nature to want to feel connected and valued. As you’re creating value for your customers, don’t forget the people that pull together to make that happen. Take some time to make sure that they feel connected and appreciated.
How do you nurture engagement in your company? If you’re an employee, how does your employer make you feel valued?
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Karen Swim says
Karen, thank you so much for sharing your experience. It saddens me when companies lose their humanity compass as they pursue growth. Yes, things change when you grow but you can still cultivate connection when it is built into the fiber of how you operate. As the economy improves, many employees who feel devalued will refuse to take it any longer and bail for companies that will make them feel wanted.
Karen Putz says
Karen, this post had me thinking about my previous company. When I started out, I knew everyone in every department, but as the company grew, we lost that crucial connection because we didn’t keep that connection going across the company and especially with new hires. As a result, we lost that feeling of working together and feeling valued and connected.
freejobssearch says
Hi, karen, so good articles but in every organization some politics are played above many employers. Cultures are not depended of company or its management but it depends on its employers and employees. Some times in corporate makes a policy “Tit for Tat”
Tony Simpson says
Although the employees are sometimes determined to be united, it sometimes becomes difficult if the management is not willing to co-operate. The leadership of the organization has a lot to do with the level of unity exercised by the employees. The culture of the organization is another important consideration to make. It is advisable for investors to inculcate good communications in all business departments’ right from the beginning.
karen says
Brad, as someone who has watched Straight North from the outside I can attest that the effort is worth it – there is alignment and a true shared focus that shows in all that you all are doing. I agree it takes work, and there are no shortcuts but it is an investment of time that will deliver very high returns.
Brad Shorr says
Excellent point, Karen. People are so much happier and more productive when they understand what’s going on around them and feel a part of it. This happens naturally at our agency, since virtually all our projects are collaborative. We’re lucky that way: it’s pretty hard NOT to be connected at Straight North. Unfortunately, other types of organizations, especially larger ones, are not so easily integrated. It takes a conscious, energetic and sustained effort from the leadership team to make your type of experience habitual. But it’s worth the effort!
karen says
Alina, you make a great point about initial effort, it is a start but not the end point. To really keep employees connected and motivated, it has to be embedded in the culture. I love the weekly breakfasts and the things you’re doing and it really speaks to a commitment to providing a voice and more importantly listening to your team.
Alina Popescu says
Not understanding what others are doing is bad for business in my opinion. People either don’t understand the products or services offered, or, if they are the ones creating them, don’t see what other departments like sales, pr, hr are doing and sometimes get to label them all as slackers. An initial training always helps, but it needs to be nurtured, as you explained. What I’ve worked on were weekly breakfasts for the employees where each department would share what they’ve been working on, what results they had, everything in a relaxed atmosphere over cookies and coffee or tea. Also internal communication is important: announcements about each completed project, new customers, new articles in the press, it helps employees better connect.