It doesn’t matter how engaged your employees are, if they don’t have the tools and environment to do their jobs, you’re probably not getting the most out of them. In the April 2007 Hay Group Insight Selections (pdf), Mark Royal and Tom Agnew look at the disconnect between engagement and effectiveness and what steps manager can take to move employees beyond mere engagement.
Even those organizations that work on employee engagement can obstruct progress and productivity by not providing adequate ‘support for success.’
“Engaged employees are increasingly saying to organizations ‘help me to help you. Give me the tools, technology, information, support, and other resources I need to be effective. Don’t distract me with tasks that don’t add value, and don’t introduce procedural barriers that will interfere with my ability to get things done,’” explain Mark and Tom.
In other words, to get the most from engaged employees, motivation to contribute has to be matched with ability to contribute. This relatively straightforward idea has some important implications for people management practices and strategic use of employee surveys.
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