How CEOs Can Increase Employee Engagement: Contribution

You hear it a lot these days. “People just don’t want to work.” But is that true? Sure, there are definitely some people for whom that is true. But I believe the vast majority really do want to work as long as they are doing something meaningful. 

Not only do they want work that is meaningful; employees want to know that they are contributing to something larger. Connecting their work to the larger organizational mission and goals gives them value.

I’ve been talking about the four needs that every employee has: Connection, Clarity, Contribution, and Choice. When it comes to contribution, CEOs can do a lot to help their employees meet this need. There are two areas that will make a big difference if leadership is willing to invest.

Make sure your employees have the tools they need to succeed. Every job requires certain tools such as computers, updated software tools, good office equipment, reasonable work space, or training opportunities. 

I knew one nonprofit that had Mac computers for executive staff and HP computers for everyone else. The two different systems created a lot of complications. And with outdated software, it was difficult, for instance, to produce reports for grants and annual meetings. The direct impact was day-to-day frustration, but the overall impact affected productivity, morale, and a feeling of value among those who worked there.

Companies often neglect training opportunities because of the expense. But salespeople who don’t know their product, managers who are ineffective, and workers who don’t understand evolving technology are all costing the company. Investing in training will help employees improve and work to their full potential.

If the CEO wants to send a message that the workers are valued, give them good tools to do their jobs. If employees have the tools they need, they can do their best work. If they are doing their best work, they will feel they are contributing. 

Help your team to leverage their strengths. Another way to help employees is to leverage their strengths. Too many times, feedback for employees focuses on how they can improve. What if we taught our workers to invest in their strengths? 

Every employee is unique. We should teach them how to leverage the areas where they are gifted. CliftonStrengths is a great assessment tool that helps people understand their strengths.

As a Gallup Certified Strengths Coach, I do Executive or Leadership Team Strengths workshops for companies. Understanding and focusing on people’s strengths will not only help them feel seen and valued, but it will open up their potential and lead to greater performance. When employees’ strengths are identified and appreciated, those employees will feel they are contributing to the company.

Employees will find meaning in their work if they understand they are contributing to the larger goals and mission of the company. CEOs who invest with good tools and by focusing on strengths will see a workplace that thrives. And if you want high employee satisfaction and retention, creating a thriving workplace will go a long way.

Vibrancy Unlocked coaches CEOs to thrive so they build a better workplace. Contact us at www.vibrancyunlocked.com.