Wouldn’t All Three Be Better?
During dinner last night my daughter and father were talking about someone who divorced a few months after they wed. A comment was made about a Kardashian and once the comment was made my dad thought everything my daughter said was about the Kardashians but she was still talking about her friend’s experience. It wasn’t until the conversation became very specific, delving into how the location of the wedding can affect divorce laws, that they discovered they were having two different conversations about two completely different couples.
Fortunately, it was just an interesting conversation and no major decisions were being made from the conversation. Unfortunately, this sort of miscommunication happens all the time when a lot more is at stake.
We see the world from our own perspective and most people stop there. When we see people observing a situation from inside their box and we have a different box we recognize that they are missing important information they would benefit from knowing. We can overcome the limitations of our box or expand our box and become more effective.
We have the capacity to ask ourselves different questions and see situations from multiple perspectives. We can use the same strategy to recognize when we don’t know the answer to the question and may want to bring in an expert whose perspective will be helpful.
Last week I observed hospital system leaders attempting to address the physician burnout crisis and all their solutions came from the business perspective, which is not where the full solution will be found. You can see what they should consider in the article I wrote.
Traditional employee engagement programs ignore research that shows that an employee’s core self-evaluations account for between 27 – 40% of engagement because they don’t know how to improve the employee’s core self-evaluations. They’ve attempted to throw compliments at them but basic psychology reveals that approach won’t work when the employee has low core self-evaluations. In other words, it won’t work with employees who need it the most.
I found it so fascinating to see employer’s and employee engagement consultants ignoring the most important factor in employee engagement that I switched the subject of my dissertation so I could justify the time to explore it further. After I submitted my dissertation, I turned it into my 5th book, Empowered Employees become Engaged Employees.
Corporate Wellness Programs are another area where I see leaders either not knowing what they don’t know or ignoring areas they don’t know how to improve, even though they are critical to health promotion and primary prevention of illnesses and disease. The amount of stress an individual is experiencing has direct impact on their decisions about pro-health behaviors and on the bio-chemistry in their bodies but most wellness programs just encourage employees to do pro-health behaviors they would do naturally if they weren’t stressed.
In the arena of employee engagement and burnout the results of adverse situations can be traumatic. Because of that and, I’m sure, the negative impact of low employee engagement on the bottom line, many employers are actively seeking employment engagement/burnout prevention solutions. I’m happy to help them achieve the best possible results for their organization.
In the arena of corporate wellness, apathy seems to be settling in. It is as if employers believe they’re already doing all they can to improve employee health when the truth is they’re missing a lot of low-hanging fruit.
The good news is that the same solution that improves engagement and reduces burnout also improves employee wellness. For example, this study shows that stress can make the body respond to a healthy diet as if it was an unhealthy one. If you’d like to know what your organization could accomplish with empowered, engaged employees who are less stressed, contact Dr. Joy today (Click on eMail link or my Website link below).