Improving Employee Engagement with the Law of Attraction
What sort of images come to your mind when you hear the term: Law of Attraction? Chances are if I could see you and imagined that there was a bubble over your head, like they have in cartoon strips, some of the comments, thoughts and words that would be captured may be a mixture of confusion, derision and maybe even awe. All very much dependent on what you know about this Law and how much evidence you have seen it in your life.
Well that is kind of how we felt when we were an HR event last week. Many people were quite interested and curious about our area of expertise – Law of Attraction. Some seemed surprised to meet us at a business networking event – for wasn’t ‘Law of Attraction’ more about Metaphysics than HR? The sort of subject that is talked about and perhaps taught somewhere else, and certainly not in the corporate world! And yet interestingly many were delighted to meet us. Usually they were people who have had the opportunity to use it effectively in their personal lives but they too were surprised to know that we were there to tell them about how Law of Attraction can be so useful for businesses.
Coming from a twelve year organisational development and corporate HR background with Fortune 500 companies myself, I could understand with the more sceptical ones and where they were coming from.And yet, the reason that we were at that event was to meet and engage with people from that same corporate background. Why? Because we have seen, and experienced and therefore believe that the priniciples and philosophy of Law of Attraction can be applied in a business context. And with some amazing results.
Even if we could pick the more obvious ones of sales and teamwork and client base, Let’s pick up a business context that is very high on the list of many HR Managers today – Employee Engagement. Today that seems to be the buzz word and the hot button topic for measuring the effectiveness of the HR function Organisations are running surveys on an annual basis to track movements in employee engagement.
We would like to propose that Law of Attraction can be used as a tool by the organization to actually improve employee engagement. Before we look at how Law of Attraction can improve Employee Engagement, you need some understanding of what it is. Here’s a simple definition
‘Law of Attraction states that I attract to myself, my life and business whatever I give my attention, energy and focus to,
whether negative or positive’
That’s easy to understand isn’t it? And it sounds logical – if I give attention, energy and focus – perhaps by setting goals, paying attention to them and expending energy on them, then I should be achieving them.
So why is it that I do not get the results that I want sometimes? Here’s the catch. The statement qualifies‘whether negative or positive’. So if I set goals and work towards them but pay attention to the little voice in my head that says ‘I can’t…!’, or “Its too difficult…” or “The reports indicate this will not happen due to what’s happening in Europe” then guess what. I am giving NEGATIVE energy, attention and focus. And if I am offering up negative energy or vibes, then that is what I will attract and that is what I will receive. That is what will be my results. So the idea here is that if you want something you fix your minds and energy on the end in mind – regardless of what else is going on around you.
At LOA Centre SG, we actually teach a 3-step formula on how to deliberately attract what you want, whether it is to do with your business, your targets or even your clients. They are:
- Identify your desire i.e. be really clear about what you want
- Give your desire attention and focus
- Allow it i.e. maintain a positive mindset and celebrate instances where you receive your desire or get closer to your targets
We have seen this formula work in many instances in our own lives and in the lives of participants at our workshops both in personal and professional context
So as an HR Manager, how can you use this formula to improve Employee Engagement?
Step 1 – Identify your Ideal Engagement / Ideally Engaged Employee
While employee engagement is a much talked about topic, do you have a really clear definition of an ideally engaged employee in your organization? We recommend that you define this in as much detail as is possible based on the data available to you. The more specifically defined your ideal is, the easier it is to recognise it and work towards it. One very effective way to do so is to actually go back to specific instances where an employee was disengaged and it was brought to the notice of HR. Usually this information may have been documented,via exit interviews or anecdotally – then ask yourself this question ‘So what do we want instead?’. Remember to only focus on disengaged employees briefly – only as long as it takes for you to get clarity on what an engaged employee looks, and sounds and thinks like. Just long enough to birth clarity as to the engaged employee you DO want. To ensure a sense of partnership and joint ownership, invite other people from non-HR functions for their ideas. If need be use a facilitated platform like Open Space Technology or World Café to assist in the process.
And a point to take note, make sure that this employee that you are defining is congruent with the current beliefs and values practised in the organization.
Step 2 – Give your ‘Ideally Engaged Employee’ attention
Not only the HR team but the entire organization’s focus now needs to be on your ‘Ideally Engaged Employee’, this is not a real person but an ideal person. Care has to be taken that the feelings that this ideal person generates are positive. This is someone that employees in the organization want to be like. You could create IDEAL ENGAGED EMPLOYEES for each department.
The role of HR is in generating that positive desire in employees by managing the communication that goes out to them. This communication might be written, visual or events-based. Invite ideas and information from your people. Its amazing what wonderful ideas may come up as to how and what might create the type of enagaged employee you want at your workplace. What and how do employees visualise happening at the workplace or at their departments for this desire statement to become a reality. Use the data to fine-tune your goal and as to what more needs attention and focus to achieve.
Step 3 – Allow It
Having a positive mindset is a critical success factor with Law of Attraction. More often than not the focus of most organisations is to converti disengaged employees instead of focusing on those who are already engaged. We need to celebrate more those employees who are already engaged, or are close to our Ideally Engaged Employee. The stories about who they are and how they do it and why they are engaged need to spread throughout the organization. And the organisation needs to celebrate them and their stories.
What we know is, is that The Law of Attraction is working in your life whether you know about it or not, whether you understand it or not and whether you believe it or not. So. Utilize it to your advantage and the advantage of your organization. We have seen and experienced many organisations using these principles to increase sales, boost teamwork and improve positivity at the workplace. If it can works for these things, we know it can work for just about anything else… Including Employee Engagement.