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More Human Workplaces Can Get 70%+ Engagement Levels

by Derek Irvine

Recognize This! – The best competitive advantage available to all organizations lies in building a powerful, positive, WorkHuman culture.

I hosted a webinar with Newsweaver (internal communications experts and software) recently.

My topic was how social recognition can contribute to driving a company culture and creating better employee communications. Net of it: how, by making a workplace more human, companies can win, big! It’s a topic I’ll be returning to a lot as I truly believe the next (still available) dimension of competitive advantage for corporations is to bolster their culture by helping their employees feel more human, be more their full selves while at work.

We’ve moved into a new period at work, one we like to call “the human decade”, where it’s no longer enough to just focus on our hands (our skills), nor minds (our knowledge), but we must think much more holistically – it’s time for the heart to become center stage too in HR strategy as it controls both how we feel emotionally about the work we do, and, the place that we do that work.

HR strategies that only look to examine the logical, mind focused aspects of employee strategies are missing a vital component of the reality of work psychology. We can’t, don’t and shouldn’t have to check part of our real human selves at the door when we enter work!

So what are some of the items I spoke about as having been proven (through much new comprehensive and compelling research) to successfully boost the “good heart” feelings employees can have at work?

  1. Boost the meaning and purpose of work
  2. Give employees a way to tell & share the stories of their successes
  3. Mark important personal work events in a truly inspiring way
  4. Reimagine performance reviews by involving our community of colleagues
  5. Create a more human focused workplace, encourage great work friendships

Social recognition (saying “Thanks” while mobilizing your community of co-workers) can contribute positively and indeed significantly to each of these human levers. In fact, so much so, that research I shared from IBM Smarter Workforce, SHRM & Globoforce often results in employees having engagement levels at 70%+. Now that’s truly remarkable!

What could your company achieve if you had engagement among 70% of your employees?   Would that be a competitive advantage your CEO would care about?