Guessing is not a strategy: How to build decision velocity with AI and real-time data
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With today’s employee’s market and the need for high-performing workers in your project, it is crucial to ensure your workers are engaged. Not to each other, but to your organization, and more importantly, to your project.
This term “engagement” is hot today in HR, yet still very useful for project managers to consider. It combines job satisfaction and commitment. If your workers are either not satisfied (because, for example, their talents are not being appreciated) or not committed to the project (because, for example, it appears to have low impact in the company), then you will enjoy the additional problem of higher turnover and lower performance.
To get workers engaged - in your project at least - use some kind of employee recognition. What we’ve found out through several studies in the last couple of years is that you have to reward workers with what they will remember. Some only desire written praise. One study found that only 40% of these people actually get it. What is so hard about providing written praise? Other workers want merchandise, gift cards or trips. Not difficult either. The same study found only 27% of those workers received what they wanted. One company, Maritz, improved its incentive system to fix problems like these and received three times more revenue and hours. Now that’s engagement!
Your organization may not have the best incentive program. If not, lobby for a better one. While you wait for the improvements, try to improve what you do in your project. It turns out that it doesn’t cost much to give people what they want.
Posted on: April 25, 2007 09:01 AM |
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