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While there are a lot of business cases showing that highly engaged employees perform better, there are not so many cases that makes the inverse correlation, but in fact a clear, simple, fair PM culture strongly engage employees in a sustainable way. As I lead and manage teams but at the same time I’m an employee of a global organization I tend to think first as an employee how I would like to be lead and manage to apply it to my teams afterwards. Applying my mom’s sentence, “don’t do to others what you would not like that others do to you”, helps me a lot.

Few years ago I had the objective to lose weight and to reach it I simply needed to eat less, but I was not engaged for that, I love eating. I decided to do jogging and after few weeks I lost weight and suddenly started also to eat differently. I was more engaged because I was performing well in the way my objective was set. I reached the weight I wanted, so should I stop jogging? Should I eat more? Definitely not: I simply changed my objective  i.e. while keeping my weight I want to run 10km in less than 50min. In fact I continue eating and jogging, the only difference is that my objectives are different and the closer I’m to reach them the more engage I’m.

If my objectives are challenging yet achievable, if they are linked to my company objectives and I feel included and part of them, if I find those are actual and always up-to-date, if I receive recognition and see that they generate value to my company I feel much more engaged, more attach and wanting to go the extra mile. If I feel like that why should my team colleagues not filling the same?

Want to listen more? Come to the 2nd HRcoreLab “Performance Management” stream and share your thoughts with us.


Alberto Platz, Director Global Engagement at Swarovski