{"id":16007,"date":"2017-01-18T00:00:00","date_gmt":"2017-01-18T06:00:00","guid":{"rendered":"https:\/\/blog.planview.com\/enterprises-3-resolutions-for-the-year-ahead-to-help-you-eat-the-frog\/"},"modified":"2022-04-11T13:07:18","modified_gmt":"2022-04-11T18:07:18","slug":"enterprises-3-resolutions-for-the-year-ahead-to-help-you-eat-the-frog","status":"publish","type":"post","link":"https:\/\/blog.planview.com\/enterprises-3-resolutions-for-the-year-ahead-to-help-you-eat-the-frog\/","title":{"rendered":"Enterprises: 3 resolutions for the year ahead"},"content":{"rendered":"

<\/p>\n

It\u2019s that time of year again when millions of people around the world pledge to do all kinds of positive things over the next 12 months, such as eat more kale and grapefruit, do yoga 2 hours a day, spend more time with family, reduce their carbon footprint, focus more on experiences and less on stuff, and so son. Hey, we all need something positive to look forward to, because there is nothing holly or jolly about the mall parking lot experience during the holidays. NOTHING.<\/p>\n

\"engagement<\/p>\n

However, individuals aren\u2019t the only ones making New Year\u2019s Resolutions. Enterprises intent on a making the year ahead successful are also analyzing and identifying priorities. And while there are plenty of objectives vying for a coveted spot in the strategic plan, among the most important\u2014if not THE most critical\u2014is improving employee engagement.<\/p>\n

To that end, here are 3 employee engagement resolutions for the year ahead:<\/p>\n

    \n
  1. Resolve that Employee Engagement is a Proactive and Strategic Investment<\/strong><\/li>\n<\/ol>\n

    To a greater or lesser extent, enterprises have known for decades (if not centuries) that employee engagement is important.\u00a0But the longstanding perception has been\u2014and in many cases, continues to be\u2014that employee engagement is a by-product. In other words, it\u2019s something that enterprises only enjoy if and when other objectives are achieved, such as meeting sales targets, expansion goals, customer satisfaction levels, and so on.<\/p>\n

    However, the reality is quite different: employee engagement is an asset that enables and empowers these other goals. That is, strong employee engagement must lead the way, and create the context and culture through these other achievements happen.<\/p>\n

    The most convincing evidence of this was revealed by a Gallup poll<\/a>, which found that enterprises with good employee engagement experienced a significant increase in employee performance and productivity during recessions\u2014which ultimately helped them emerge faster and stronger than competitors with poor employee engagement.<\/p>\n

    Had these enterprises approached employee engagement as a by-product, they would have undermined their own success. Instead, they wisely viewed employee engagement as a proactive and strategic investment, and put themselves into a position to reap rewards that not only enabled success, but may have ensured organizational survival.<\/p>\n

      \n
    1. Resolve that Employee Engagement is Linked to Work Experience<\/strong><\/li>\n<\/ol>\n

      Many enterprises have made significant investments over the years to improve employee engagement\u2014only to see their resources and efforts fizzle out, or even backfire by creating expectations that could not be fulfilled (yes, enterprises with floor-to-floor slides, basketball courts, and glorious 5-star conference rooms: we\u2019re looking at you).<\/p>\n

      However, many of these well-intentioned investments were doomed from the start, because they neglected to target the crucial first piece of the employee engagement puzzle: it starts with work experience.<\/p>\n

      The average employee spends 47 hours a week<\/a> at work\u2014and many routinely surpass 50 and even 60 hours. Slides and basketball courts are fun, but if the work experience itself is tedious and frustrating, then employee engagement isn\u2019t just difficult. It\u2019s impossible.<\/p>\n

      No, this doesn\u2019t mean that work has to become so individualized that each employee has their own unique workflow. It\u2019s a workplace after all; not a concierge service (though I know of a few companies that offer this as well!). However, it does mean that employees should be empowered with collaboration and project management tools that flex around their personal preferences and changing information management needs.<\/p>\n

      This kind of investment, which employees experience and appreciate every day, establishes the foundation and sets the framework for a wide range of positive results at the individual, team and enterprise levels. Simply put, everyone wins.<\/p>\n

        \n
      1. Resolve to Start Improving Employee Engagement NOW<\/strong><\/li>\n<\/ol>\n

        According to a study<\/a> by the University of Scranton, just 8% of people achieve their New Year\u2019s Resolutions. That\u2019s not just uninspiring: it\u2019s downright depressing!<\/p>\n

        But the good news is that people who jump on their resolutions and take action vs. procrastinate (and procrastinate\u2026and procrastinate\u2026) dramatically improve their chances of achieving their objectives. At the same time, putting things off isn\u2019t going to make the challenge ahead any easier; on the contrary, it will become more complex. As I tell my kids when they avoid doing something important and urgent: \u201ceat the frog now, because it gets uglier and uglier the longer you have to look at it!\u201d<\/p>\n

        The lesson for enterprises is easy to grasp: take advantage of this opportunity to move the needle on employee engagement NOW. Don\u2019t put it off or (as noted above) assume that employee engagement will somehow happen on its own when other objectives fall into place. Employee engagement doesn\u2019t ride the success bus: it drives the success bus.<\/p>\n

        As for where you should start your journey of however many steps, here are some practical suggestions that will point you in the right direction:<\/p>\n