For the past few weeks, l’ve been writing about employee engagement. Although employee engagement has been on the rise for the past few years, 35% engagement isn’t a number that we should consider success. My last article described a company that judged productivity in terms of availability. While that may make sense for some companies, I’d urge you to find a more compelling measurement for yours.
Not surprisingly, this conversation brought me back to my chickens. Yes, I still have chickens — but I’m not sure how many. As you may recall, after spending the month of April building a beautiful coop for them, we inherited five chickens from a friend. On day one, I learned that chickens can fly much better than I realized. They flew the coop.
They are now free to range wherever they want and will occasionally come back to the coop for food or to lay an egg. I have learned that the Easter egg hunt was born out of the need to find where the hens had chosen to lay their eggs, outside of the established nesting box or boxes.
So, what do chickens and eggs have to do with employee engagement? Read on, my fellow readers.
The purpose of my having chickens is for eggs. Of course, it would be easier for me if I made them stay in their enclosure all day. I’d be able to harvest all my eggs and ensure the hens were safe from predators. However, the eggs wouldn’t be as healthy as when the chickens are free-range.
So there’s a trade-off. If I want them to be free-range, I have to give up control over them. I worry about their safety, and I don’t get to collect all the eggs they are laying. But they forage for berries, bugs, and who knows what else, which produces healthier eggs for me to enjoy.
Giving up control over how our employees do their work can be uncomfortable. But it also gives them the freedom to explore and grow, and they may produce a higher-quality product.
I was listening to a podcast that referenced “The Impact Filter” (Dan Sullivan, The Strategic Coach). This filter provides managers with a tool that outlines an idea, project, or goal and provides the structure to be clear on the purpose, importance, and outcomes before delegating the work to another person. If both parties are clear on those items, the manager is able to delegate the project, and the employee can find the best way to get it done. But if the manager hasn’t done the work up front, he may feel the need to micromanage, or Monday-morning quarterback, neither of which will result in an empowered employee.
So, I challenge you to be clear on what you want your employees to accomplish and let them be free to create the desired outcome. This will lead to engaged and empowered employees.
If you find yourself unsure of how to empower your employees, I can teach you a proven process that will allow you to get the most out of your business.
Are Your Employees Free Range?
