No title required

I recently tried my hand at a light social experiment. I used Instagram Stories to ask my friends to share their thoughts on what inspires people to flourish at work.

The replies were unanimous. My friends believe excellence at work is inspired by high quality connections.

Cracking the code on employee engagement is easier than we think but then again, the most simple of things in life require mindful effort.

Think about your personal life – who do you love to connect with and why? These people work hard to prove they care for you. And they’ll do whatever it takes to make sure you know you’re well taken care of.

About 15 years ago, three psychologists* spent time studying the benefits of high quality connections. In fact, the research suggests that high quality connections: 

• Spark innovation as free flowing discussions on ideas are encouraged

• Create a clear understanding of the future and what’s required to make the art of the possible happen

• Positively affect the customer experience as team members will go the extra mile because they’ve been inspired to care

• Can be nurtured by all members of an organization 

The benefits don’t stop there.

High quality connections strengthen team member well-being. As Sarah Lewis puts it in her book Positive Psychology at Work**, “High quality connections mitigate stress, are associated with a stronger immune system, longer life and lower blood pressure. When in a moment of positive connection, we experience a release of endogenous opioid peptides, which acts to reduce stress levels.”

In other words, we feel vital and alive.

This sounds pretty good to me.

While high quality connections may be subjective, the principle can be considered a universal truth. Our tone, our warmth, our willingness to share positive commentary while portraying an attainable future helps others feel valued, inspired and encouraged to be even better.

One step further, it’s the simple things that matter.

Remembering to reply to an email before the day ends (there’s always time to get back to someone). 

Picking up the phone to discuss an idea or question someone was brave enough to ask. 

Adding some humour to a meeting to help break the ice and make others feel included.

High quality connections are bred by the personal touches we bring to the table. And when we do, we create a sense of possibility or hope along the way.

And here’s a thought I’d like to propose. As team members of the great organizations we’re privileged to call home each week, let’s remember that we own a stake at enhancing the everyday work experience.

Employee engagement programs and initiatives are great resources, but let’s collectively raise the bar on high quality connections. Let’s continue to do what we say and let’s lift each other up by asking what we can do to help.

I agree with Sarah Lewis when she argues that power and influence have nothing to do with title and status. Further, she believes “Being able to energize and inspire others may be more important than occupying certain organizational positions.”

The point here is clear: we all own the workplace experience. The industries we work in may be different but we’re collectively in the same business – the business of connecting with people. It is our responsibility to help shape a workplace environment where we can all flourish. When we connect with each other, we have the opportunity to influence greatness.  

Let’s be the reason why people not only have just a good day, but are inspired to have an exceptional career.

What are your thoughts? How are you making other people feel good? What are you doing to connect with clarity and purpose? And what are you seeing as a result when it comes to employee engagement and the workplace experience?

 Share your thoughts in the comments below.  

Work references:

*Baker, W., Cross, R., and Wooten. M. (2003) Positive Organizational Network Analysis and Energizing Relationships. In K. Cameron, J. Dutton and R. Quinn (Eds.), Positive Organizational Scholarship: Foundations of a New Discipline. San Francisco: Berrett-Koehler.

**Lewis, S. (2011) Positive Psychology at Work: How Positive Leadership and Appreciative Inquiry Create Inspiring Organizations, First Edition. John Wiley & Sons, Ltd.