Build It: The Rebel Playbook for World Class Employee Engagement
von Glenn Elliott
“If you want people to make the same decisions that you would make, but in a more scalable way, you have to give them the same information you have.” Fundamentally, to be able to be engaged, someone has to be in a job that has some degree of autonomy and accountability, and produces meaningful results that are seen and recognized. And any job will become disengaging if it does not develop and progress over time.
“If you want people to make the same decisions that you would make, but in a more scalable way, you have to give them the same information you have.”
Fundamentally, to be able to be engaged, someone has to be in a job that has some degree of autonomy and accountability, and produces meaningful results that are seen and recognized. And any job will become disengaging if it does not develop and progress over time.
At the front line, we need to enable, encourage and reward people who speak up and make sure that they are free from fear of judgment or reprisal.
The how‐to‐work‐with me guide outlines what you like, what you don't like and how you work best. As Politis says, “It's a ‘cheat sheet’ of sorts, giving colleagues a way to quickly and efficiently learn about each other, which in turn allows them to work together more effectively.”
Communicate continually Rebels never stop communicating. They find new and different ways to tell stories from different perspectives and in different formats. Their values are not just a poster on the wall; they run programs like value of the month, they prioritize in induction and they consistently look to share real‐life stories where their values have been lived.
"“If you want people to make the same decisions that you would make, but in a more scalable way, you have to give them the same information you have.”"
"Fundamentally, to be able to be engaged, someone has to be in a job that has some degree of autonomy and accountability, and produces meaningful results that are seen and recognized. And any job will become disengaging if it does not develop and progress over time."
"At the front line, we need to enable, encourage and reward people who speak up and make sure that they are free from fear of judgment or reprisal."
"The how‐to‐work‐with me guide outlines what you like, what you don't like and how you work best. As Politis says, “It's a ‘cheat sheet’ of sorts, giving colleagues a way to quickly and efficiently learn about each other, which in turn allows them to work together more effectively.”"
"Communicate continually Rebels never stop communicating. They find new and different ways to tell stories from different perspectives and in different formats. Their values are not just a poster on the wall; they run programs like value of the month, they prioritize in induction and they consistently look to share real‐life stories where their values have been lived."
"Have and use great judgment Rebel leaders prioritize doing what is right over what is popular. They are accountable to their people and act as servants, but are prepared to be unpopular when necessary, striving to do what is right for the business, the customer and their people as a whole. They are open and honest early with their team and don't shield their team from bad news."
"Key Outcomes Rebels Strive For Jobs with Autonomy and Accountability Highly engaged people thrive with freedom and accountability. They are self‐motivated, figure out what is best for themselves and the organization, and can be left on their own and trusted to perform with minimal supervision and minimal processes."
- →At the front line, we need to enable, encourage and reward people who speak up and make sure that they are free from fear of judgment or reprisal.
- →The how‐to‐work‐with me guide outlines what you like, what you don't like and how you work best. As Politis says, “It's a ‘cheat sheet’ of sorts, giving colleagues a way to quickly and efficiently learn about each other, which in turn allows them to work together more effectively.”
- →Find ways to bring your company's history into your workspace. It can be a powerful reminder of who you are and how you got to where you are. Get creative when it comes to finding people to help design your office. Consider whether there are others, either within or outside your company, who can add interesting perspectives.
- →Embracing the cloud and modern communications systems like Slack, Yammer or Workplace by Facebook is key. These can feel scary, since their key role is to open up and democratize information, making it easier to search and find and harder to hide, but you'll soon wonder how you lived without them.
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