A mentor once told me, “The only way to change a complex system is to disturb it.” This suggestion rings particularly true in the space of employee engagement. For decades, organizations have grappled with abysmally low engagement scores, resulting in increasingly complex strategies in an attempt to unlock the enigma of human motivation inside businesses. But what if the answer lies not in adding complexity but in embracing simplicity through a single disruptive question?
We’d probably agree that the human being represents the most complex system on the planet: a labyrinth of intricate emotions, motivations, and fleeting desires, all intertwined within our biggest hopes and intimate fears. In this context, attempting to enhance engagement with layered strategies is like trying to untangle a knot by adding more rope—it just won’t work.
The Power of Simplicity
In my book, “The Science Behind Success,” I advocate for a paradigm shift—a move away from conventional engagement tactics toward asking each employee a simple yet profound question: “What will make this the best year of your professional career?”
This inquiry is powerful because it slices through the peripheral concerns and zones in on what genuinely motivates people individually. It’s not about the allure of perks, bonuses, or the promise of a promotion. All of those feeble attempts eventually fall victim to the realities of hedonic adaptation, a theory claiming that humans have a relatively stable level of happiness that doesn’t fluctuate and that any major events (good or bad) don’t have a lasting effect on our overall happiness. Starting instead with this simple question centers on personal values, growth, overcoming challenges, and the visceral thrill of achieving one’s own metaphorical podium finish.
The Emotional Landscape of Engagement
Engagement is not a static process but an hourly emotional event that, at its best, is tethered to a compelling vision. It revolves around feeling valued, challenged, and fulfilled. It’s about perceiving a clear trajectory toward one’s goals, backed by the necessary support and resources to get there. The anticipation of creating the best year of one’s professional life is an incredibly motivating force that is so simple and so underused as the foundation for engagement and community.
Imagine an organization where leaders consistently engage with their teams not by micromanaging or inundating them with vanity metrics but by sparking conversations that invoke passion, purpose, and personal growth that blends individual desire and organizational need. This approach doesn’t just increase engagement; it transforms the workplace into a dynamic environment where innovation thrives, and people are at their best.
Practical Applications and Success Stories
We’ve seen several leaders disrupt their annual reviews, where the sole agenda item was answering the question: “What would make this year the best of your career?” The results were staggering. Productivity soared, and employee turnover plummeted. The simplicity of the question allowed employees to reflect deeply on their personal and professional aspirations, aligning their daily tasks with their broader career goals and the company’s objectives. Several of our clients have made this simple question the significant backbone to the retention and development of their workforce.
Broader Implications
The implications of this approach extend beyond individual organizations. In a world where business landscapes are continually evolving, companies that can foster genuine engagement are better equipped to attract and retain top talent, adapt to changes, and innovate. By disturbing the status quo through simple, targeted inquiries, businesses can ignite a chain reaction of positive outcomes that enhance the intangible assets within their organizations.
Change Happens with Action
As leaders, it’s time to stop over-complicating engagement. You need to empower your teammates and fellow leaders to start asking the simple, disruptive questions that truly matter. You need to stir the pot and see what emerges. If you can help your employees envision themselves atop their version of the podium, you’ll have unlocked a level of engagement that no complex strategy could ever achieve.
To echo Antoine de Saint-Exupéry: If you want to build a ship, don’t drum up people to collect wood or assign them tasks and work but rather teach them to long for the endless immensity of the sea. In the same vein, if you want to cultivate a workforce that is deeply engaged, you must inspire them to reach for their highest professional aspirations, transforming the mundane march into an extraordinary exploration.
Disrupting the conventional framework of employee engagement by simplifying your approach will lead to profound changes in organizational culture and effectiveness. By asking one powerful question, you can help your teams find meaning in their work and, ultimately, achieve exceptional performance that aligns with their deepest values and aspirations. That’s worth engaging for.