In his compelling book The Truth About Employee Engagement, Patrick Lencioni reveals the “three root causes of job misery.” If you’re a leader, and job misery isn’t currently on your radar, it may be that your team members are all sitting at the right desks, doing the right work, while feeling known, relevant, and measurably successful. GREAT WORK! That’s a major accomplishment.
In reality, while you’re spending all your time closing new clients, growing your volume, and making the numbers work – you know, taking care of business – it’s likely that’s not the case. And miserable employees, more often than not, produce miserable results.
We learned from a recent Gallup News report that over 50% of the people in the American workforce are disengaged. Whether you’re conscious of it or not, that’s what you’re combatting. Don’t get me wrong – getting new clients, growing your volume, and making the numbers work is critically important, but all that hard work on your end cannot mitigate a disengaged, miserable team.
Most employees are disengaged because they feel:
- Anonymous. Employees feel unknown at the place where they spend most of their day.
- Irrelevant. Individual employees have little or no idea about how they fit into the bigger picture of your team or company mission.
- Unsuccessful. Employees have never truly discovered how success is defined in their role at work, nor what they should measure to determine if they’re succeeding or coming up short.
Lencioni explains job misery and its WHYS so that you can answer and correct each of them with less pain and in less time than you might expect. Lencioni also details the HOWS to correct the WHYS, and they lead to a far more engaged, productive workforce. And remember that battle you’re fighting? The one between your business and your team? That goes away. Your team becomes the mechanism for your business success – and you head down a brand-new path.
Employees are people.
In this fable, we see clearly that employees are people that have come to work for you, your team, and your company. They bring their humanity to work with them. Principally, people want to be known, know how they fit in, and how to be successful. It seems so simple, doesn’t it? We often let fear of overstepping, fear of being inappropriate, busyness, goals, and legitimate business concerns come first. Lencioni teaches us how to:
- Sincerely get to know our employees. It might feel a little uncomfortable at first, especially if you’re a leader who tends to inspire your team from afar, but the results are worth the initial discomfort.
- Make sure our team members know they fit in and how they are valuable to the mission. Knowing where we fit in and who depends on us for results changes the game for everyone on our teams.
- Measure success. Everyone wants to be successful and to feel successful. Outlining what success is and ensuring that everyone can measure his or her results is the literal foundation for a successful team.
Take the time to use this wonderful resource (find it here on Amazon) to up your employee engagement game.
Let Ohana Software be a part of your employee engagement plan. Used well, Ohana will help you know your team, show employees how they fit into the overall company goals, and recognize them for a – measurable – job well done. If you’d like to see Ohana in action, head over to tryohana.com and sign up for a free demo!
 Lencioni, Patrick. The Truth About Employee Engagement. San Francisco: Jossey-Bass, 2007.