Do You Recognize the ‘unmet need’ to Engage Employees and Yourself
What happens when your needs aren’t met? Can you recognize this in yourself? What about in others? A valuable outcome of the Systematic Leadership process inherent in the Beyond Morale program is the ability to better understand what your needs are and the needs of others. Why is this important?
Let’s look at how a simple ‘unmet need’ follows a process to manifest into all out dysfunctional conflict; conflict that hurts relationships and damages great businesses. It’s important to note that in every situation the indicators are all there, but all too often we just don’t see them. The goal is to improve your skills on how to spot them and stop them in their tracks before they become whining, accusations, slammed doors, days off sick, disputes, strikes etc….
Note: the Beyond Morale Program is a scientific and logical method that allows everyone to get clear insight into the complexities of human (employee) engagement, i.e., becomes more aware of what makes people tick in a simple and rapid way.
Unmet Needs Progress
Think about this scenario for example. I have an ‘unmet need’ insomuch as I don’t feel valued by my team leader and it’s affecting our relationship at work? What should I do? Go up to him and say ‘Excuse me! You are not meeting my needs; I need to feel valued by you at work”?
No, unfortunately I don’t articulate things with such precision when I am upset, annoyed or angry. Instead, out comes the ‘blocking behaviors’, depending on my personality, I may retreat into myself and disengage, sulk and disengage or even become argumentative and aggressive and ‘engage’ into battle with my team leader, other colleagues and the customers may also experience these behaviors.
Blocking behavior of any type (that is any behavior that blocks a positive reaction or response) is a ‘symptom of disengagement’; it is not the cause of it. Any block behaviors are just clumsy ways of expressing that our needs are not being met.
If you find yourself dealing with blocking behaviors within your team on a regular basis, then employee morale is guaranteed to be low, disengagement is high and you will also be in fire-fighting mode. You need to get to the cause of the ‘issue’ at the beginning of the process, the stage when it is just an ‘unmet need’.
How do you do this?
Do you follow others and invest huge amounts of money, time, resource and energy deploying extrinsic motivational props, tricks, strategic communication and training activities; all with the right intention, but with no measurable or sustainable impact on employee engagement?
The Better Way
Create an environment that encourages colleagues to behave openly, engage in pro-active feedback (where people regularly ‘check in’ with each other to see if they are getting it right for the other person); a place where people manage their differences within each team. In an environment of this nature, people tend to feel motivated and feel comfortable discussing the discussable, without fear of criticism or reprisals.
You can learn how to create this environment by getting your free ebook 7 Keys to Employee Engagement now.