What is People Engagement in CI?
In CI, engagement means more than satisfaction or happiness at work. It’s about genuine investment in and commitment to the improvement goals of the organisation. Engaged people actively participate in CI activities, suggest improvements, and align their personal goals with organisational objectives.
Psychological and Organisational Roots of Engagement:
- Motivation: People need to feel valued, empowered, and purposeful.
- Organisational Culture: A supportive environment that fosters continuous learning, accountability, and innovation is essential.
A lot of people can relate to Maslow’s hierarchy of needs or Herzberg’s two-factor theory when thinking about motivation and engagement. Engagement is the bridge between CI theory and sustained, practical change.
Four Key Components of People Engagement in CI
- Communication: Open, transparent communication builds trust and alignment. People need to understand the "why" behind CI efforts and feel comfortable providing feedback and ideas. Effective communication is two-way—it’s not just about giving orders but fostering dialogue.
- Training and Development: Engagement thrives when people feel equipped to succeed. Investing in training—whether in Lean, Six Sigma, or soft skills like problem-solving—ensures employees can contribute meaningfully. For instance, Lean Competency System (LCS) certifications empower individuals and inspire passion for CI.
- Recognition and Reward: Acknowledging contributions, big or small, reinforces a culture where CI is valued. Simple gestures, such as highlighting achievements in team meetings, can make a significant difference in morale.
- Leadership and Role Modelling: Leaders set the tone for engagement. When leaders visibly participate in CI initiatives and encourage team input, they create a supportive environment. For example, in a South African processing plant, managers’ involvement in building solutions like visual management boards and huddles led to outstanding results compared to a command-and-control approach elsewhere.
Watch our on-demand webinar or read our blog on gaining Senior Leadership Buy-in for your improvement initiatives
Building an Engagement Strategy for CI
- Start with an Engagement Plan: Conduct an initial assessment of your team’s attitudes toward CI. Identify challenges and barriers, then set clear engagement goals aligned with CI objectives.
- Involve People in Planning: Include employees in decision-making processes. Invite input on processes that need improvement and involve them in brainstorming sessions. This fosters a sense of ownership.
- Create a Feedback Loop: Engagement is an ongoing process. Regularly gather feedback through Q&A sessions, surveys, and discussions. Use this input to refine initiatives and address concerns.
Overcoming Common Engagement Challenges
- Resistance to Change: Change can be daunting. To overcome this, clearly communicate the benefits of CI, not just for the organisation but for individuals. Show how CI can improve workflows, reduce stress, and support career growth.
- Lack of Role Clarity: Ensure that roles and responsibilities are clearly defined. When people understand their part in the bigger picture, they feel more connected and engaged.
- Fatigue: CI requires sustained effort, which can lead to burnout. Balance CI activities with regular workloads and check in with teams to gauge morale. Provide sufficient resources to support their efforts.
Actionable Strategies:
- Use clear change management processes.
- Communicate the "why" behind CI efforts consistently.
- Address role ambiguity and provide necessary tools and training.
- Celebrate quick wins to build momentum.
Conclusion
People engagement is the foundation of successful Continuous Improvement programmes. By focusing on communication, development, recognition, and leadership, organisations can foster a workforce that drives sustainable change.
Key Takeaways:
- Communication is key to trust and alignment.
- Training equips people to contribute meaningfully.
- Recognition motivates and sustains engagement.
- Leadership sets the tone for a culture of CI.
If you’re new to fostering engagement, start small. Focus on improving communication with your team and involving them in decision-making. These simple steps can have a profound impact on your CI journey.
I recently recorded a webinar on this topic. Watch the recording here.
