Factor: Engagement

Employee engagement is at the heart of a thriving workplace. It goes beyond the traditional understanding of job satisfaction, encompassing a deep connection and commitment to the organization's mission and values. In psychological health and safety, fostering engagement involves creating an environment where individuals feel valued, recognized, and motivated. We'll explore strategies to enhance engagement, providing insights and tools to cultivate a workplace culture that promotes well-being and positive mental health.

Factor: Involvement and influence

In this factor, we combine the essential elements of involvement and influence. Employees who feel involved in decision-making processes and have a sense of influence within their workplace exhibit higher satisfaction and well-being. Recognizing the significance of employees' perspectives and empowering them to contribute to decision-making enhances their mental health and contributes to a more resilient and adaptable organization. This month's focus is on understanding how to create an inclusive and participatory workplace culture that fosters involvement and influence, ultimately contributing to the overall psychological health and safety at work.

Join us in exploring and championing these vital factors as we work together to create workplaces prioritizing psychological well-being, enhancing organizational effectiveness, and fostering positive and productive environments. Stay tuned for valuable information, education, and tools throughout the month to support your journey toward a psychologically healthy workplace.

The differences

1. Focus on Individual vs. Collective Dynamics:
   1. Engagement: Primarily centers around the individual's connection and commitment to the organization's mission and values. It delves into personal satisfaction, motivation, and recognition within the work environment.
   1. Involvement and Influence: Shifts the focus to collective dynamics by emphasizing the role of employees in decision-making processes. It explores how individuals, as part of a collective, can contribute to shaping the workplace environment and influencing organizational decisions.
2. Internal vs. External Perspectives:
   1. Engagement: Internally focused on individuals' emotional and psychological connection with their work and the organization. It considers factors such as job satisfaction, motivation, and a sense of purpose from an individual standpoint.
   1. Involvement and Influence (Factor 2):* Has a more external perspective, looking at how employees can interact with the broader organizational structure. It considers how individuals can participate in decision-making processes and influence the organization's direction.
3. Emphasis on Feeling vs. Action:
   1. Engagement: Emphasizes the emotional and affective aspects of the employee experience, focusing on how individuals feel about their work and the organization.
   1. Involvement and Influence: Shifts the emphasis to actions and behaviors, highlighting how employees can be involved in decision-making and exert influence within the workplace.

While both factors are integral to fostering a psychologically healthy workplace, these distinctions help organizations tailor strategies to enhance individual well-being and employees' collective influence in shaping the organizational culture.

Three things frontline workers can do

1. Seek Opportunities for Input and Feedback:
   • Involvement and Influence: Participate in team meetings, surveys, and forums where your perspective empowers you and enhances the collective decision-making process.
   • Engagement: Express what parts you appreciate about your job and what parts you think you can be better supported by.
2. Build Relationships and Foster Team Connection
   • Engagement: Participate in team building activities like a potluck, ice breakers, or team games
   • Involvement and Influence: Collaborate with team members to collectively address challenges and contribute to decision-making. Try joining a committee!
3. Promote a Positive Work Culture
   • Involvement and Influence: Advocate for a workplace culture that values inclusivity, diversity, and employee participation in decision-making. Encourage team members to share their perspectives and actively contribute to creating a positive and inclusive work environment. Be a diversity and inclusivity champion in your workplace!
   • Engagement: Recognize and appreciate your colleagues' efforts, celebrate achievements, and actively participate in initiatives that promote a positive organizational culture. Nominate a peer for an internal reward and recognition!

By actively incorporating these strategies, frontline workers can contribute to their engagement and well-being while also playing a role in shaping the broader organizational culture through involvement and influence.

Five things leaders can do:

1. Create an inclusive workplace culture:
   • Develop and communicate a clear organizational vision that inspires and resonates with employees. Emphasize the organization's values and mission to create a sense of purpose and connection. Ensure employees understand how their contributions contribute to the larger organizational goals.
2. Create a safe space to be heard:
   • Set the tone of confidentiality
     • Clearly communicate that what is shared in these conversations will be kept confidential. Emphasize the importance of trust and reassure employees that their concerns won't be shared without permission.
     • Question for leaders: "Can you share your thoughts on how we can ensure that our discussions here remain confidential and trust is maintained?"
   • Express curiosity
     • Come from a place of curiosity rather than judgement
     • Question for leaders: What does a safe space look like or mean to you?"
   • Normalize vulnerability
     • Acknowledge that being vulnerable can be difficult, but it is essential to building a supportive environment. Encourage employees to express their thoughts and feelings openly.
     • Question for leaders: "How can we make it easier for everyone to share their thoughts and feelings without fear of judgment?"
   • Encourage active listening
     • Stress the importance of active listening. Encourage employees to listen to each other without interrupting and to ask clarifying questions to ensure a full understanding.
     • Questions for leaders: "How can we cultivate a culture of active listening where everyone feels heard and understood?" e.g. - a talking stick
   • Provide resources and follow-up
     • Offer resources or support services available within the organization. Follow up with employees after the conversation to check their well-being and see if additional support is needed.
     • Question for leaders: "Are there specific resources or support mechanisms you feel would benefit you or your team after our discussion?"
3. Provide ongoing learning and development opportunities:
   • Invest in workshops, training programs, or access to resources that help individuals grow in their roles. Continuous learning opportunities contribute to a sense of personal and professional growth, enhancing overall engagement.
   • Involvement and Influence: Offer training on leadership and decision-making skills. Equip employees with the tools and knowledge to participate actively in discussions and decision-making. This enhances their influence and strengthens the organization by tapping into its workforce's diverse talents and perspectives.
4. Recognize and reward contributions:
   • Recognize employees who actively contribute to decision-making and collaborative initiatives. Highlight the impact of their influence on organizational outcomes. This motivates the individuals involved and sets an example for others to engage and contribute actively.
5. Empower employees through delegated authority
   • Provide opportunities for leadership roles within projects or committees. By delegating authority, leaders enable employees to impact the organization directly, fostering a culture of involvement and influence.

By implementing these leadership strategies, organizations can create a workplace environment that enhances individual engagement and actively involves and empowers employees to influence organizational decisions and outcomes.