Employee engagement involves both push and pull. The push part of engagement is our effort, focus, concentration, and contribution to a specific element or block of engagement. The pull part of engagement is how an element or block engages us or pulls us towards it.
For example, I take 10 minutes to recognize a few people I work with. I am engaging or pushing towards the recognition block of the pyramid of engagement. The results of this may pull me towards future recognition because of the interactions or comments from the people I recognized.
I am pulled into engagement by a meaningful result I want to create. This draws me towards engagement. For engagement to be powerful we must experience both the push and pull of engagement with results, performance, progress, relationships, recognition, moments, strengths, meaning, well-being, and energy.
See the diagram below for a visual image of this dynamic.
David Zinger is an employee engagement speaker and expert who is both pushed and pulled by all 10 blocks of the pyramid of engagement. If you want to experience more powerful engagement where you work contact David Zinger today.
Very good point, David. I’ve felt the push and pull of employee engagement in organizations and witnessed how it creates a sense of momentum or what might also be described as an upward spiral in individual wellbeing and organizational performance. Interestingly, when these behaviors are neglected over time, a spiral down occurs.
Thanks for all you do to pull together the employee engagement community. Wishing you and yours all the best for a productive, prosperous and joyous 2014.
Thank you Michael. It is special to get a comment from you as we bring an end to 2013 and move towards 2014. I had just been thinking about you and at the same time you wrote your comment I was addressing a piece of mail to you. You will probably receive it in a week or two. David
As I interpret this, to push requires energy, whereas to be pulled is energising. So the more you get into this virtuous cycle of pushing and pulling, the more it becomes self perpetuating – and hence it requires less effort and energy to engage employees. Which has to be a good thing. Do you agree?
Nicholas
You said it better than me. I love the statement of “self perpetuating and less effort and energy.” Yes I would wholeheartedly agree.
David