Culture U has this right: The Four Roots of Engagement
#1: People Want to Be a Part of Something Bigger Than Themselves
#2: People Want to Feel a Sense of Belonging
#3: People Want to Go on a Meaningful Journey
#4: People want to Know Their Contributions Make an Impact
What are you doing to engage employees?
http://www.cultureuniversity.com/the-four-roots-of-engagement
“Sometimes you absolutely have to make your point. Here are 7 tips on how to do it effectively with style and grace.”
http://www.inc.com/kevin-daum/7-things-really-persuasive-people-do.html
“Meaningful causes communicate with clarity through mission-driven design.”
http://www.aespire.com/what-we-do/cause-manifesto
“Lead through trust: not the trust you hope to get from others. Lead through the trust you have in others.”
http://switchandshift.com/an-overlooked-lesson-from-americas-greatest-leader
“What if I made this one small change?”
http://www.fastcodesign.com/3031783/ask-this-small-question-to-make-big-changes
Can this change how we work?
http://www.dailygood.org/story/738/the-fourth-wall-of-empathy-john-gerzema/
How will this affect diversity? Does Zappos have the right idea?
http://blogs.hbr.org/2014/05/zappos-killed-the-job-posting-should-you/
What is HR-OD.com?
It’s my consulting business whose purpose is to help people make the connection between Human Resources and Organization Development. It’s that simple. Everything we do in HR affects the culture of the organization, in other words, “develops” the organization. So every decision we make in HR needs to be purposeful . And viewed from the perspective of what we are saying to employees about who we want to be as an organization.
Why hire me?
I came to understand the connection between HR and OD when I was the HR director in a large metropolitan school district in Minnesota through from my studies in Organization Development at University of St. Thomas in Minneapolis, where I am a doctoral candidate. I started my doctorate in 2008 at age 57, when I realized that OD could be the philosophical and practical underpinning for much of what I already knew how to do.
Who’s watching us?
Employees are watching how HR treats them and others. Everything we do in HR “says” something to employees. We need to decide what we want to “say” and then “say” it over and over every occasion we get. I believe that every interaction that employees have with HR is an “OD intervention” or an opportunity for change. So as HR professionals, we also need to be mindful of what we say, do, and promote. My work is to assist organizations in doing just that.
Does this make sense? Or should we just go sailing? 🙂
-Bruce
That’s what I learned in 7.5 years as a HR director. It may not seem much, but it can all be boiled down to these two tasks.