Company buy-in can be described as complete agreement or alignment with the company’s goals. It is complete faith and belief in what we do and why we do it. This is the ultimate engagement for every person in an organization and also the highest level of satisfaction with a passion and profound connection with the company. The buy-in exists and makes the difference in attitudes regarding a persons mindset in distinguishing between a job, a career, a lifestyle, or a way to just get by. For organizations, this should be the goal for all team members, as there can be financial loss for disengaged employees.
Here are five tips to boosting employee engagement by boosting the buy-in.
Identify the Why
Why does the company exist? Why do we do what we do? Communicating to the team in more detail than just the mission statement of your company, helps outline your personal buy-in with the company. Your investment in the company can be motivation to promote engagement and positive influence for why your company exists. When most people understand the why, it's easier to connect their roles as an important contribution to the company and the clients or customers you serve.
Align Corporate Goals with Individual Objectives
When your team is completely invested in the company, they should be in alignment with the corporate goals. Its important to have knowledge of the corporate goals or the company's strategic plan to help relate individual objectives. Each manager should be responsible for establishing individual objectives, making them SMART goals (Specific, Measurable, Achievable, Relevant, and Timely), and also structured with the company goals. When team members can see their value in the company's success and execution of the goals, it helps drive connection of pride and ownership in what they do and redefining their individual why.
Business is a forever changing industry and organization culture is also consistently changing throughout each industry. Its evolution has caused major paradigm shifts in each industry, with healthcare having significant changes in the the last few years. Its important to adjust as the culture changes welcoming different views, insight, and opinions. As managers, we have to embrace change before we implement it. One of the best ways to apply change is involving the team in the decision of how to implement it. Most people develop a routine with their daily responsibilities. An immediate change without discussing future changes or developing a plan could disengage the team. Embracing change happens when we understand why the change is needed, we can align the change with our goals, and we can positively communicate to the team.
Rounding is a great way to check-in with your direct reports. Depending how your company is structured, it is a great practice to encourage all managers to round on their team. Regardless of industry, rounding on your team is the same as having short meetings where you only facilitate and let them talk. In the past I always thought of rounding as discussing their performance, however this practice does not improve engagement. Listening to the team helps build a relationship so you better understand their needs or concerns. Listening matters and makes the biggest difference in success when you develop a relationship of trust. Establishing trust with the team adds character to your leadership style, creates an approachable environment (where your team is not afraid to speak up or speak out), and gives you the opportunity to improve processes.
When most companies think about giving recognition to the team for a job well done, they think of financial gifts. I haven't met a person who would turn it away, but money doesn't keep people engaged. As a manger of a team, it's vital to know how each member values acknowledgement; while some team members are motivated by monetary gifts, others like to receive public accolades/praises.Money doesn't give the team a voice to discuss difficulties in the process or workarounds that cause major obstacles and stress. Its important to give acknowledgements for good work to open lines of communication and give a sense of meaning to what the team contributes.