Spider Theory
The Lincoln Park Zoo in Chicago has a unique underground cave-like area populated with golden orb weaver spiders. The zookeepers use food and water misters to keep the spiders content and in place without cages. That’s right, these creepy-crawlies are right out in the open and could leave if they wanted. Yet they don’t leave.
The zookeepers have figured out that if they provide the right environment for the spiders, they’ll stay. Forever. They just won’t leave. Seems preposterous that they wouldn’t try to escape from the confines of the zoo to get out into the free world!
WHICH EMPLOYEE ENGAGEMENT STRATEGY MAKES THE MOST SENSE?
Golden Handcuffs
This is a euphemism for engaging employees with programs, perks, pay, options, etc. that make it impossible for the employee to want to leave. The job may not be the best, but when those stock options come due…you get the idea. This would keep turnover to a minimum, focus employees on a specific goal, keep them motivated. Are long-term stock options and similar ‘vesting’ plans the way to go?
Pay for Performance
An honest day’s work for an honest day’s pay. Those that outperform their goals get paid more than those that do not meet goals. As long as an employee is doing what it takes to get ahead, so be it. All about the goal, right?
Ice Cream Social
Theory here is that if a company provides enough little perks, e.g. free ice cream once in a while, a company picnic, maybe a ‘crazy shirt Friday’ event, employees will LOVE the company and stay on irrespective of the culture. Will a double rocky-road in a waffle cone make it happen?
Galluping Along
There is a science to employee engagement too. Gallup has their Q12 that can measure engagement. Does a survey work best?
DOES THE ‘END’ JUSTIFY THE MEANS?
If employees are happy, and the business that pays them gets the work completed as needed, does the means (within ethical/legal bounds) in which companies engage/keep their employees really matter?
After all, ignorance can be bliss.
Stumble it!
Joe Raasch :: Jul.30.2007 :: Employee Engagement, Leadership :: 4 Comments »
Joe, authenticity wins over meaningless cheerleading and logo coffee mugs. Leaders who know the Gallup survey is coming soon can amp up the complements and the attagirls to spike the test. But over time, people know whether their energy is lifted or drained at work, and whether their strengths are being used or wasted. People prefer candor to sugar coating. At the same time, winning companies are 5:1 positive in their daily interactions. So the key is, you can’t be happy-happy all the time. You need to speak the truth where it needs speaking.
Hi Greg,
Thanks for stopping by! I agree, authenticity wins. I am sure you’ve read Bill George’s ‘Authentic Leadership’ book. The daily interaction between manager and employee is where engagement lives…or dies.
Joe,
The spiders don’t leave because they don’t see that they are “trapped” in a zoo. I think the same can apply to company personnel. If they do not feel trapped, and do feel appreciated they are less likely to look for an exit.
I think “Perks” done correctly can have a huge impact on morale and performance. Ultimately however, as Greg pointed out, the truth has to be in there or the window dressing will have no value.
Hi Roger,
Welcome! I agree, if there is no harm, then no foul. This works on some of the people some of the time. And as Greg mentioned and you echoed, without sincerity, all is lost.
We all know that $$ is a short-term motivator. It is the intrinsic ‘perks’, individual to an employee, that keep them in ‘the cave’.
So is it OK for companies to be a bit transparent in their approach, letting employees know why they get the perks?