Or they fall prey to the misconception that “happy employees are more productive employees,” which has been disproved time-and-time-again. As it turns out, dress-down Fridays, free pizza or flex-time programs might create some short-term buzz, but the excitement doesn’t last; and the impact is neither greater productivity nor higher engagement levels.
In fact, the opposite is the reality — that is,
“productive employees tend to be engaged
employees,” not the other way around.
Consider that people like to feel successful… they
like to be part of a winning team… a productive
team. You might also consider three important
and corroborating data points that were
published on Forbes.com:
- A happy worker is not always a productive worker, and job satisfaction yields membership but not always productivity.
- People differ in what they value and in what motivates them.
- While it is typically better to have higher, rather than lower, engagement scores, engagement alone is not enough. In order to improve organizational performance, engagement, motivation, and performance must be addressed… and must be used to make data-based changes that will drive employee retention, performance, and commitment… not “just” engagement.
Driving productivity as a means of achieving and maintaining high-levels of workforce engagement enables an organization to more easily promote and reward desired behaviors, measure and document progress, and ultimately realize tangible results.
Equally as important, the measured return on investment enables leadership to further invest in the workforce as well as the workplace, thus promoting a culture of continuous
improvement and engagement throughout.