{"id":37662,"date":"2021-01-15T18:05:06","date_gmt":"2021-01-16T02:05:06","guid":{"rendered":"https:\/\/www.careersingovernment.com\/tools\/?p=37662"},"modified":"2021-02-12T11:39:08","modified_gmt":"2021-02-12T19:39:08","slug":"how-an-organizational-constitution-affects-engagement","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/education\/how-an-organizational-constitution-affects-engagement\/","title":{"rendered":"How an Organizational Constitution Affects Engagement"},"content":{"rendered":"

[et_pb_section fb_built=”1″ custom_padding_last_edited=”on|desktop” admin_label=”section” _builder_version=”4.6.5″ background_image=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2021\/01\/3.jpg” custom_padding=”0|0px|30px|0px|false|false” custom_padding_tablet=”50px|0|50px|0″ custom_padding_phone=””][et_pb_row column_structure=”1_3,2_3″ admin_label=”row” _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”1_3″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][\/et_pb_column][et_pb_column type=”2_3″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_divider show_divider=”off” disabled_on=”on|on|off” _builder_version=”3.23.4″ height=”200px”][\/et_pb_divider][et_pb_text _builder_version=”4.6.5″ text_font=”PT Sans||||” text_text_color=”#ffffff” text_font_size=”72″ text_line_height=”1.1em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”582px” custom_margin=”0px||0px|-42px||” text_font_size_tablet=”52″ text_font_size_phone=”” text_font_size_last_edited=”on|tablet”]<\/p>\n

How an Organizational Constitution Affects Engagement<\/strong><\/p>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|desktop” _builder_version=”3.22″ custom_margin=”-77px|||||” custom_padding=”27.2344px|0px|0|0px|false|false” custom_padding_tablet=”50px|0|50px|0″ custom_padding_phone=””][et_pb_row column_structure=”1_3,2_3″ column_padding_mobile=”on” custom_padding_last_edited=”on|tablet” admin_label=”row” _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”1200px” custom_padding=”20px||0px|” custom_padding_tablet=”0px|||” custom_padding_phone=”” use_custom_width=”on” custom_width_px=”1200px”][et_pb_column type=”1_3″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2018\/02\/Edmonds-headshot-1.jpeg” show_bottom_space=”off” align=”center” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” disabled_on=”on|on|” _builder_version=”3.23″ animation=”off” sticky=”on”][\/et_pb_image][et_pb_text disabled_on=”on|on|” _builder_version=”3.27.4″ text_font=”PT Sans|on|||” text_text_color=”#02b875″ text_font_size=”20″ text_line_height=”1.2em” header_text_color=”#000000″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” max_width=”140px” module_alignment=”center” custom_margin=”20px||0px|”]CHRIS EDMONDS<\/a><\/span>[\/et_pb_text][et_pb_text disabled_on=”on|on|” _builder_version=”3.27.4″ text_font=”PT Serif||on||” text_text_color=”#363636″ text_font_size=”16″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” max_width=”140px” module_alignment=”center” custom_margin=”10px||60px|”]Chris Edmonds is the founder and CEO of the Purposeful Culture Group, which he launched after a 15-year career leading and managing teams.[\/et_pb_text][\/et_pb_column][et_pb_column type=”2_3″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.6.5″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”24″ text_line_height=”1.5em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”720px” min_height=”1034px” custom_margin=”0px||0px|” text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|tablet”]<\/p>\n

Having an organizational constitution ensures better engagement, higher productivity, better retention, fewer mistakes, less resource waste, better relationships among organizational members, and even better personal health for employees.<\/p>\n

I\u2019m bold with leaders, telling them they\u2019re leaving money on the table if their organizational culture isn\u2019t based on respect and dignity.<\/p>\n

My ideas are not always embraced with open arms. There is a natural cynicism about culture. Leaders are used to dealing with performance facts and hard data. So, I share the facts and hard data about the benefits my culture clients have enjoyed.<\/p>\n

For example, 2017 research by Gallup<\/a> showed that inadequate engagement accounts for 51 percent of workers being not engaged, and 16 percent actively being disengaged in their work.<\/p>\n

An earlier Gallup study dared to hypothesize that such actively disengaged employees \u201ccost the U.S. between $450 billion to $550 billion each year in lost productivity.\u201d<\/p>\n

One client came to me because of low employee engagement survey scores. They scored 32 out of 100 possible points, the worst score of their immediate peers. This plant\u2019s senior leadership team embraced our culture process from the get-go.<\/p>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”3.22″ background_color=”#f7f7f4″ custom_padding=”0||0px||false|false”][et_pb_row column_structure=”2_3,1_3″ use_custom_gutter=”on” gutter_width=”1″ make_equal=”on” column_padding_mobile=”on” module_class=” et_pb_row_fullwidth” _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” width=”100%” width_tablet=”100%” width_phone=”” width_last_edited=”on|desktop” max_width=”100%” max_width_tablet=”100%” max_width_phone=”” max_width_last_edited=”on|desktop” custom_padding=”0px||0px|” make_fullwidth=”on” custom_width_px=”680px”][et_pb_column type=”2_3″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2021\/01\/2.jpg” alt=”leadership” title_text=”2″ show_bottom_space=”off” force_fullwidth=”on” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”4.6.5″ custom_margin=”1px|||||” animation_direction=”off” animation=”off”][\/et_pb_image][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”3.25″ background_color=”#efefe9″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2021\/01\/1.jpg” alt=”women’s leadership” title_text=”1″ show_bottom_space=”off” force_fullwidth=”on” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”4.6.5″ custom_margin=”1px|||||” animation_direction=”off” animation=”off”][\/et_pb_image][et_pb_text disabled_on=”off|off|” _builder_version=”4.6.5″ text_font=”PT Serif||||” text_text_color=”#818178″ text_font_size=”24″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”20%|10%||10%” custom_margin_tablet=”|10%||10%” custom_margin_phone=”” custom_margin_last_edited=”on|desktop” text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|phone”]<\/p>\n

Want a purposeful, positive, productive work culture? Use an organizational constitution to make values as important as results.<\/p>\n

[\/et_pb_text][et_pb_text _builder_version=”3.27.4″ text_font=”PT Sans|on|||” text_text_color=”#888888″ text_font_size=”12″ text_letter_spacing=”2px” text_line_height=”1.2em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”20px||20%|” custom_margin_tablet=”20px|||” custom_margin_phone=”20px||3.7%|||” custom_margin_last_edited=”on|tablet”]CHRIS EDMONDS[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”3.22″ custom_padding=”0||0px||false|false”][et_pb_row use_custom_gutter=”on” gutter_width=”4″ column_padding_mobile=”on” custom_padding_last_edited=”on|tablet” admin_label=”row” _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”1200px” custom_margin=”-1px|auto||auto||” custom_padding=”0||0px||false|false” custom_padding_tablet=”0px|||” custom_padding_phone=”” use_custom_width=”on” custom_width_px=”1200px”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.6.5″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”20″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” min_height=”597px” custom_margin=”37px||2px|||” custom_margin_tablet=”40px||0px|” custom_margin_phone=”” custom_margin_last_edited=”on|tablet” custom_padding=”0px||0px|||” hover_enabled=”0″ text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|tablet” sticky_enabled=”0″]<\/p>\n

They defined values with observable behaviors so everyone \u2013 leaders and employees \u2013 understood what the rules were for effective daily interactions. They increased performance accountability. They measured how well leaders lived the organization\u2019s new valued behaviors. They praised leaders who modeled their valued behaviors, coached leaders who struggled, and redirected leaders who didn\u2019t model or manage these valued behaviors.\u00a0<\/p>\n

Within six months, conflicts, absenteeism, re-work, and grievances dropped by 60 percent. Within twelve months, efficiency had improved by over 40 percent. Customers reported amazement at the \u201cnew service attitude\u201d that company staff displayed.\u00a0<\/p>\n

When the next corporate employee engagement survey came around twelve months later, their organization scored 62 out of 100 points! Theirs was the biggest gain in engagement scores of any other business unit in their company system.\u00a0<\/p>\n

At the eighteen-month mark, employee engagement had grown 45 percent, customer service rankings had grown 45 percent, and hard dollar profits gains surpassed 35 percent.\u00a0<\/p>\n

All the credit went to every player’s alignment to their organizational constitution.\u00a0<\/p>\n

Want a purposeful, positive, productive work culture? Use an organizational constitution to make values as important as results.<\/p>\n

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