Employees Are a Company’s Greatest Asset
I, just as most of you reading this, have had to reflect on previous employment, whether good or bad. I’m going to stop there for a second to ask, where do you think this is going?
I’m going to assume that a lot of you probably thought of the bad, which is understandable. I know I did, but no matter how bad you feel that employer was, I can guarantee you that there was at least one person from that place of employment that you learned from, looked up to, or would even use as an example of being the best leader you have ever had the opportunity to work alongside.
This may not make sense but bear with me…I will get to the point.
Let me ask another question, when you worked for this company, did they have employee satisfaction surveys or employee engagement surveys? Before you answer, if you weren’t thinking of a negative experience before, please reflect on one now.
Alright, so you have this ex-employer that you are self-reflecting on and remembering an overall negative experience, but you had a direct manager/leader that you describe as being the best manager you have ever worked for.
Same company, same direct manager/leader, when the company surveys came out to measure engagement, I would venture to say you did what I did because you did not want it to reflect negatively on your manager. Your answers likely trended more positive than negative, especially on those questions that would have directly affected the light in which your manager/leader was viewed by his/her boss. Conversely, the opposite could also be true. You could have painted the organization in a negative light if you felt a strong aversion for your immediate manager/leader.
Was that the best decision on your part? Could it lead the organization to theorize employee engagement was high and all was well or that moral was in the toilet? I do not believe these surveys are the time to vent all your frustrations; instead, I would find a way to work with that manager/leader, good or bad, on broader ideas to help the organization, as a whole, uncover and address areas for improvement. I would be engaged with the company, not just the individual.
Now that I have provoked this emotion, I hope you don’t think I have an answer on how to bridge the gap on how to be more engaged or lead an organization of engagement employees. There are thousands of articles and theories on how to accomplish employee engagement out there, all with varying opinions and ideas. Pick your poison.
The only advice I have for anyone who took the time to read this is, if any part of this is hitting home, then I encourage you to seek to be engaged. There are ways in every organization, big or small, to have the empowerment to lead from the bottom up when it comes to engagement. Be outspoken…respectfully outspoken…where you believe the organization could do better and come prepared with solutions, not just complaints.
What I can tell you is at Morphis, I was more engaged during the interview process than I have ever been, and I have worked at many great places where, until now, would say I was 100% engaged. The one simple reason I feel that way is at Morphis there is total transparency. You are not just told what the company vision is, you feel it. You are not just told you are a part of something, you are! If you are seeking a company to do business with that values your time, honors their commitments, and is totally transparent with you in every way possible, then Morphis is for you. Feel free to reach out to me anytime to inquire how we can transform your business operations and improve efficiency in your day-to-day processes.
A glimpse of the Morphis Vision:
- Provide a vibrant workplace for Morphis associates where camaraderie combines with economic incentive to produce the highest possible levels of innovation, collaboration, and customer service.
