A final post on recent industry research on engagement comes from BlessingWhite’s recent advice to “Align Your Hamsters & Honeymooners.” Adding to Aberdeen’s definition of engagement, BlessingWhite offers:
“Full engagement represents an alignment of maximum job satisfaction (“I like my work and do it well”) with maximum job contribution (“I help achieve the goals of my organisation”). Engaged employees are not just committed. They are not just passionate or proud. They have a line-of-sight on their own future and on the organisation’s mission and goals. They are enthused and in gear, using their talents and discretionary effort to make a difference in their employer’s quest for sustainable business success.”
BlessingWhite’s definition hits the key points of discretionary effort focused on the company’s mission and goals. And their explanation of “Hamsters and Honeymooners” in the organisation neatly describes the difference between those who are satisfied in their work, versus those who are truly engaged. These groups are those who have “relatively high levels of job satisfaction, but low levels of contribution.” Hamsters are those spinning their wheels: “working enthusiastically – but on the wrong things so they don’t deliver the results you need.” Honeymooners are “new either to the organisation or their role. They’re excited about this new stage of their career and about making a difference in your organisation, but they aren’t fully productive.”
So the question becomes, how do you advance your Hamsters and Honeymooners from Satisfaction to true Engagement? BlessingWhite offers four steps to communicate, translate, drive accountability, and leverage managers.
What other ways are there to engage Hamsters and Honeymooners? What methods have you used?
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