Intrapreneurship: The Key To Releasing Employee Engagement
I’m writing a new book – this time about adding ten years to our lives. Part of that is having to pay for the extra years. Not that working is just about earning but wine doesn’t pay for itself. (Note to self: invent self-paying wine.) Engaged employees – engaged people – live longer, better lives.
So, for income, a sense of purpose and simply something to do, we’d like to keep working. You and me anyway – on our terms. I’ve been reading some interesting research on how those of us trucking on into our seventies and onwards in the workforce can’t rely on being perceived as hire-able in the traditional sense. Even now, over half the ‘workers’ above 65 are self employed. There are lots of reasons for that. Some reasonable reasons and some not so much.
Being self employed is tough and challenging and has no guarantees. You either dig that scene or you don’t. I do. I never thought I would.
To better tool ourselves up for a future with options, we need to bulk up the quantity and quality of our social and professional connections. That’s good for health, longevity and business. We could also prep for our potential launch into self employment by having a Brain-Based Boss who allowed, even encouraged, Intrapreneurship. ENtrepreneurs are those idealised risk-taking arse-kicking people who take new ideas and energy and try and implement and monetise them. The minority who survive are lauded as wealth and job creators for others. This is true although it is a gruesome attrition. So, INtrapreneurs would, in theory, take that same attitude and apply it in a job inside an existing company.
It’s a thing. There’s even a conference about it.
The poster child for Intrapreneurs is the inventor of post-it notes who was working for 3M at the time and they took the idea. Although, that guy, whose name I cannot remember, was just trying to keep his place in his choir’s hymnbooks. He was using company time and resources to do it. 3M might be cool and programme such time and efforts into their people’s jobs, not just allowing it after the fact but encouraging it hoping for that 1-in-a-1000 hit.
Employee engagement is helped significantly where there is an alignment between an employee’s personal goals and the goals of the organisation. (Not just saying that they do.)
Posted on December 2, 2013, in Employee Engagement, Influence, Motivating Employees, Self Improvement, The Brain-Based Boss, Workplace Of Choice and tagged goal alignment, Intrapreneurship, live work love, wine doesn't pay for itself. Bookmark the permalink. Leave a comment.