Employee Engagement: Thinkers, Hangers and Retainers

Employee Engagement: Thinkers, Hangers and Retainers

Companies often spend hours trying to figure out the best ways to engage their employees. Social committees are formed, staff events are rolled out, vacations and leaves are reviewed, and recognition programs, perks, and benefits are emphasized. While all these definitely impact employee engagement, one must wonder whether they ever translate into the reason they were initiated in the first place: the growth of the organization.

This is where I see many companies missing the mark on such activities. Too much of everything happens, resulting in nothing. Strange but true.

In recent times, I see a lot of pressure to encourage employees to come up with ideas for different problems challenging the companies they work for. Many of these ideas are revolutionary if put into practice. Employees are recognized and even promoted to show appreciation for such ideas. While I agree that this newfound culture is driving process improvement, cost efficiency, and innovation in workplaces, is it really helping the overall engagement of the organization's employees? Or is it creating a divide between those who come up with brilliant ideas and those who just come in to do their job, which they have done for years? The answer is, it is doing both.

This indirectly affects the organization's overall engagement and mood. Discreetly, three different schools of thought are formed. Thinkers, hangers and retainers. Who are these types? Let's explore them a bit further:

Thinkers: Thinkers in your company live outside the box. They are never short of innovative ideas. They are always willing to work out a solution, no matter what the challenge may be. You need to identify these and ensure they are leading your projects or at least are part of the planning teams. They have entrepreneurial skills and are always ready to take charge, if needed. These are the future of your organization and need to be identified and properly groomed to ensure your organization reaps the rewards of the unique skills they offer. They can drive your Employee Engagement up in the most positive way.

Hangers: Hangers hang in between the two other types. They are abundant and, if left alone, can harm the organization. They almost have an opinion on everything happening in and around their workspace, yet they rely on the other two types to communicate their feelings and opinions about it. They can be easily confused with Thinkers. They do come up with ideas, but when explored further, the benefits are usually directed towards their own circle of well-wishers. These are the types you need to focus the most on. They can make or break the employee engagement levels within your organization.

Retainers: These are your people with the most experience and knowledge who retreat into their shells whenever asked to make a change or be part of one. They feel insecure with changes. Many organizations find this group the most challenging to work with, as they often become a barrier to change and seek to derail the employee engagement process. They use their experience, knowledge, and seniority to pressure Thinkers to change course. They often become the reason thinkers leave their jobs.

The three groups above affect your employee engagement scores. These groups need to be identified and handled carefully if you want your organization to grow and prosper.

If you and your organization find yourself having difficulty engaging your employees, or you have trouble identifying the various groups, feel free to get in touch with me for a consultation session, and together we can assess what you may need to push the engagement level within your organization upwards.