All You Need Is Love

All You Need Is Love

It is perhaps not the context that inspired the Beatles classic but in employee engagement, it really is all you need (well sort of)…

Article by Mark Gregory:

I was reading a really interesting and fantastically challenging article on the Forbes website recently. The article was written by a business transformation expert called Ann Latham and was entitled ’10 Reasons Your Employee Engagement Program is Hurting Your Company’. Ann goes on to explain within the article her belief that employee engagement programs are bad for business, a waste of time and drain on money. She makes some interesting and very valid points about employee engagement surveys not delivering success, however, I have to disagree with the principle argument of her article. It is not employee engagement programs that are hurting business as businesses need a framework to move their levels of maturity around this topic, it is BAD employee engagement programs. We would say that, having delivered hugely successful programs.

This is where Lennon and McCartney come in (well sort of)…

As you may or may not know, we have worked with a range of companies over a number of years, from global super brands such as Toyota to incredible medium-sized business like Datum Monitoring. Using our training and wealth of experience, we have been able to develop our own employee engagement process – the LOVE Model. We want people to say I love my job, my work, my company, my boss and I LOVE ME…

We work with the companies to look at each element of the model:

L is for Leadership – We work with you to gain a thorough understanding of the leadership and how it can be engaging. People leave bosses first and organisations second.

O is for Opinion – We look at how valued peoples opinions are and how the organisation effectively hears them. We all have an innate desire to be heard.

V is for Vision – We look at what the journey so far and what future has in store for the company and how involved team members feel in shaping that future. People protect what they build.

E is for Environment – We look at the living values and internal factors that shape engagement. Are we who we say we are?

Our understanding of each individual element comes from a number of areas, including employee engagement survey techniques. However, as Ann Latham points out, this on its own will not power change. The right questions need to be asked to the right people to ensure that we can gain enough true statistical analysis to make key recommendations. We learn and value everyone’s opinion, then use the information to help create a strategy that will shape the cultural foundation of the business.

Employee engagement is an all-inclusive process it has to be and if you want real, lasting results, it has to be done with love in mind.

If you want to know more about our LOVE Model you can contact us here for an informal chat.

Have a comment to make on this article? We would love to hear your views, get in touch via email –info@unleashandengage.com

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