The 6 C’s of employee engagement are as follows, both the employee and the employer need to-Commit, Communicate, Collaborate, Connect, Create and Celebrate. Growth is not what the organization gives you; it is what you strive for and consequently what you earn. An engaged employee commits himself to the overall organizational vision, vis-à-vis his personal goals. It is the collaboration of his talents, his desires and the organizations objectives. It is creating an eco-system where the employee strives to BE the change the organization wants. It is building a connect of trust and pride.
Fortune 100 company and its leaders are now working on how they can connect employees to the shared mission and purpose through values, rather than through rules, so that it manifests in more of the behaviors they want, e.g. more engagement and more innovation. This ability to harmonize a company’s values and a company’s policies is an important piece in ensuring a company’s human operating system is functioning for the benefit of the organization. Organizations should recognize that there is work to be done in encouraging behavior that shifts the focus from governing toward developing leaders who inspire principled performance. We still need rules (along with carrots and sticks), but they are no longer sufficient in an era when organizational success, over the long term, depends on out-behaving the competition. Improving employee engagement does not require executives to don their motivational capes and work on improving employee engagement. Instead, the process begins with a simple question about the workforce, a query whose answer leaders should act upon: Are our employees inspired ?