The Theory behind our programme
For too many organisations, an employee engagement strategy means a periodic or a pulse survey. The questions are answered, the data is analysed and graphs created. But what then? What actually happens to address the issues the survey results throw up? Does anything really change? And what do your employees think about that? In many instances, employee surveys suggest engagement levels are high, above 80%, yet staff attrition continues to be at 35% and above.
You’ll have done the maths. We sense a real disengagement around employee engagement and that’s why it’s time to use a fresh approach.
Traditional approaches like surveys remain important but to really improve employee engagement, organisations need to do things differently, show they care and are listening. Many engagement initiatives focus on improving each employee’s understanding of business strategy and ‘the bigger picture’. That’s still important when creating an employee engagement strategy but it’s too biased towards meeting the needs of the organisation.
Dream Manager® ensures a more balanced approach, by concentrating on the individual employee and helping them to achieve what they want from life. We know that when employers invest in their employees, making them feel valued and listened to, giving them a chance to achieve their own personal life goals, they respond positively, with a willingness to ‘go the extra mile’. For their employer, this means improved productivity, lower attrition and the achievement of strategic goals.
We call this reciprocity and it’s one of the reasons why Dream Manager® works so well at improving employee engagement.
Reciprocity = high employee engagement
One of the psychological theories behind Dream Manager® is reciprocity.
When an organisation helps its employees achieve their whole life dreams, they reciprocate with increased productivity and loyalty.
For the organisation, this translates into financial benefits – lower attrition, lower absenteeism and a greater likelihood of achieving strategic goals.
Transform engagement through the dreams of employees
Dream Manager® is based on a deep understanding of what motivates people. Applying Maslow’s Hierarchy of Needs within an employment and engagement context provides a useful model for illustrating why the programme is so effective as an employee engagement strategy. We call this the Hierarchy of Dreams.
Only when lower level needs are met can employees seek the upper levels, re-enforcing the point that whilst money is important, it is not a core motivator. Employees need to feel valued and personally inspired to become the best version of themselves.