Helen Giles, Managing Director
These are the people who bring down your staff survey scores every time. If you’re really bad at recruiting for the right attitude, you’ll have quite a lot of these people so you’re guaranteed low scores. Also, misery loves company so they’ll always be seeking to stir up other people around them to look on the dark side of everything. At least some of their colleagues will be influenced so this knocks down your scores further.
The good news is that if you have a good competency-based selection process, and you seek evidence of how engaged potential recruits have been in previous roles, you can ensure that you recruit only positive, optimistic and adaptable people. There is a high level of correlation between adaptable and engaged. So ask candidates to tell you about a time when they have had to adapt at short notice to a major change that had been decided by someone else. Probe to find out exactly how they reacted before, during and after the change.
If you skimp on your selection and let in the naturally disengaged, it doesn’t matter what you to try and boost employee engagement. You could bathe them in ass’s milk and feed them grapes on a daily basis and they’d still find plenty to complain about.