I was thinking the other day about a story I heard from a supervisor at a client company some time ago. He told me about the impact that our Continuous Improvement Huddle had on one of his employees, and it reminded me of my two main drivers for employee engagement:

1. People want to heard, valued and taken seriously

2. People want to have some control over the decisions and actions that affect them at work

At its core, the huddle process is designed to bring employees together in groups of 5-10 for an hour each week to identify ways to improve the processes they work with every day. There’s more to it than that, but that’s the heart of the it.

At the end of one of the huddles, the supervisor asked people how they felt about sharing their ideas. One of the people replied with a single word – grateful.

He asked what she meant, and she said, “I’ve been working here for 12 years.” She paused, and got a bit choked up, and then she added, “I like my job, but I always felt I was meant for more. These huddles give me a chance to show that.”

Fact is, most employees have more to contribute than what’s defined in their job descriptions. They crave it – so they can feel heard and have some control over what happens in the workplace. Problem is, they don’t get a chance to do that because they’ve got their regular work to do, and there isn’t any structured routine to go outside their “job box.”

If you want to show your team you truly value them and you know they were “meant for more,” click on the link before and learn how you can get them engaged in a proven process for systematic continuous improvement.

6-Week Program for Systematic Continuous Improvement

“Great is the enemy of better”

Tell Us Your Stories!

If you have a story that illustrates the power and potential of employees engaged in continuous improvement, we’d love to hear it – and share it with our readers.