Does Your Employer Encourage Employee Involvement?

What Is Employee Involvement?

The term “employee involvement” generates different definitions depending on industry, management, products, services, and even geography. At times, one company proudly states it is committed to employee involvement, while another strongly refutes the claim by taking actions that graphically display their dedication to this principle.

Employers who truly encourage employee involvement design an atmosphere wherein all staff have an effect on decisions and action plans that affect their jobs and the company. While this appears to be straightforward and rather simple, employee involvement still often generates some confusion.

Some employers believe it to be a tool, useful for improving staff performance when used correctly. Using employee involvement as a tool often generates the opposite of the desired reaction. People can often discern that management is orchestrating a policy that is less than genuine and sincere.

Other employers identify employee involvement as a goal to be achieved. This often also proves to be counterproductive, as the time spent on designing goal benchmarks, action plans, and/or measurement standards becomes time wasted. Unlike sales targets, financial objectives, or return on investment, employee involvement must be “felt” more than digitized.

Employee involvement works best as a management philosophy that directly relates to people’s motivation to contribute to decisions and employer operations. Staff feels worthy to contribute because of their respect for the organization and their leaders. Even when facing a crisis, employees recognize that their input is welcomed and valued.

Staff becomes involved and responsive to some management actions noted herein. If you want to work for an employer that encourages true employee involvement, consider these items and evaluate your current job situation.

How to Identify Employers Who Support Employee Involvement

Evidence that employers support employee involvement tends to be more subtle and consistently behavior-driven than some other popular management philosophies. Here are some behaviors that should help you recognize those employers that encourage employee involvement.

• Supervisors consistently provide complete, clear direction. Management fully explains decisions and procedures, offering clarity and detailed direction on implementation. This displays concern for staff performance and respect for their abilities.
• Managers foster and encourage commitment from staff to team and company goals. Ordering or demanding commitment to goals will not work. Employers believing in employee involvement, however, encourage staff commitment to team and organization objectives. Encouragement and support often “sells” employees on these goals and inspires dedication to achievement.
• Supervisors welcome staff input in most decision-making activities. Management (all levels) encourages and welcomes employee input during the decision-making process. Even if the employer promises no definitive action based on staff input, management encourages and considers employee feedback. Staff members typically enjoy a sense of respect for their ideas with a belief that their input and contributions have value.
• Management actively invites staff help to make and implement decisions. This feature differs from its predecessor in the “help” and “implement” areas. In addition to welcoming input, management wants staff to actually help make decisions. Further, after a decision is made, the employer solicits employee ideas to implement new policies and procedures. This philosophy generates a sense of belonging and empowerment for the staff.
• Managers delegate important actions to employees. Most supervisors delegate tasks to staff. However, employers supporting employee involvement delegate important actions and tasks to employees. Compare supervisors who delegate “gopher-related” (get coffee, open mail, get someone on the phone for me, etc.) tasks, to others who delegate procedure implementation, cost reduction plans, or strategic plan fulfillment actions.

If you consider these typical signs that your employer supports employee involvement, you should conclude that this is a consistent philosophy, not a tool to be used or abused at will. Also inappropriate as a goal, employee involvement really describes a management behavior and attitude.

Supporting employee involvement also reinforces the belief that a company’s employees are the organization’s most valuable asset. Should your employer fall short in this area, consider how you feel about its importance. If you determine that your employer support is lacking and it is important to you, consider other employment options, at least initially.

Whether you conduct an individual search and/or consider using a top employment firm, like Kelly Services, integrate your desire to find an employer that strongly supports employee involvement. This may require using a bit more of your investigative talent, but should certainly deliver the benefits you desire.