How CEOs Can Increase Employee Engagement: Choice

Do you sometimes wonder why some employees don’t just “take the ball and run with it”? Does it always seem as if you’re doing a lot of hand-holding? The problem might not be the worker. The problem might actually be the workplace environment. Have you empowered your employees by giving them Choice?

I’ve been talking about the four needs that every employee has: Connection, Clarity, Contribution, and Choice. The last one is Choice, and a workplace that meets this need is moving toward a thriving environment.

There are two ways that CEOs can look at their employees. One way is to have rules in place to make sure no one is taking advantage of the company. This workplace might have the employees clock in and out for breaks so that they stick to 15 minutes; it might involve rigid supervision with a focus on the work being done; or it might micromanage the PTO time you are able to take. This environment usually encourages an expectation to work extra hours to prove loyalty to the company. 

This type of workplace gives a clear message to employees: The CEO doesn’t trust you to do what you’ve been hired to do. This type of workplace likely has high turnover, too.

Another way to run a business is to give your employees Choice. Such a workplace involves leadership that believes they have hired quality employees who are trusted and capable of getting the job done. This employer might say, “I don’t care when you come in as long as the work gets done.” Or they may tell you to take vacation time when you need it instead of restricting you to how much time you can take off. And finally, there is no expectation that you will work extra hours to prove your loyalty. (If this sounds like a crazy way to run a company, read No Rules Rules by Reed Hastings and Erin Meyer.)

In this type of workplace, an employee might bring an idea to the boss. The boss will say, “You’re capable of deciding this. Take care of it.” In that exchange, leadership has communicated trust: that the employee has the tools and skills to do this job. Instead of holding his hand, the boss is empowering him. See the difference?

It all comes back to Choice. Choice gives the employee ownership for how the work is done. This environment communicates a great level of trust from management. In the end, the employee feels valued and empowered to do the job. 

Workers who feel trust from their managers are more likely to be connected to their jobs. This translates to increased employee engagement and satisfaction. This will also mean increased productivity, quality of work, and workers who feel confident to “take the ball and run with it.” And this means less work for the manager.

Creating a thriving workplace starts at the top. Vibrancy Unlocked coaches CEOs to create a better workplace. Contact us at www.vibrancyunlocked.com.