Flowcharts as a Visual Aid to Engage and Motivate Employees

“A company can advertise and market like mad about who they are and what they believe in, but in today’s world, it’s the people on the front line who are ultimately defining the reputation of the business. And the reputation of your business, let’s face it, is really the brand.”  – Shane Green

Human motivation and professional drive, when viewed as motive factors, reveal significant levels of depth when we survey outcomes in modern expressions of individual enterprise. An artist or a professional designer, for instance, can output outstanding works of creation when s/he plumbs the depths of human creativity, while preserving the element of motivation in designing and executing a project. In a wider context, the imperative to engage and motivate employees has emerged as a key point of contention in the modern workplace. In response, business leaders have experimented with a range of (cash and non-cash) incentives as part of efforts to drive productivity and enthuse associates and employees. The flowchart can assist such projects by promoting experimentation, fashioning different tactics, surveying the outcomes of legacy techniques, expanding the scope of available choices, etc. In doing so, such illustrations emerge as key to contemporary efforts to engage and motivate employees.

The principles that animate linear progression could present a framework for applying innovation in projects designed to engage and motivate employees. In line with this, employers could collaborate with designers to position a sequence of rewards and incentives inside a flowchart. Such a plan can potentially fuel employee engagement strategies and drive professional performance at the workplace. Each stage inside the illustration gains relevance when appended to a particular score allotted to each employee. In time, the matrix inside the flowchart can gain additional layers, thereby imparting specific flavor to each stage. However, the illustration must make the proverbial room for exceptions, wherein sustained motivation (and subsequent performance) empowers certain associates to vault ahead of the competition. We note such a tactic to engage and motivate employees also fuels a spirit of healthy competition, thereby elevating employee morale and boosting motivation for individual associates.

A number of independent factors play a central role in fuelling motivation in individual employees. These include corporate policies endorsed by the employer, compensation structures, relationships in the workplace, the quality of supervision, prospects for professional growth, opportunities for client interaction, the relevance of new projects, etc. These, when etched in a flowchart, can help managers to design sustainable workplace practices that engage and motivate employees. A work supervisor, for instance, can re-consider and re-set weightages assigned to each factor in a bid to assess the impact on motivation levels of each employee. A flowchart can also serve as a test bed that helps the organization tweak each factor and modulate its impact to gain higher outcomes in projects designed to engage and motivate employees. Further, a close examination of the illustration when undertaken at regular intervals can drive new employee engagement practices in the workplace.

Development opportunities, both professional and personal, drive significant momentum when businesses seek to engage and motivate employees. Such a stance empowers business operators to heighten the scope of employee engagement and instil greater discipline in associates that wish to achieve professional performance in the workplace. Pursuant to this, operators could fashion flowcharts that hinge on multiple planks, thereby outlining different avenues of opportunity for individual performers. Numbers, metrics, comments from supervisors, duration of tasks, notes from clients, ratings from colleagues and co-workers, etc. comprise the proverbial nuts and bolts that drive such a strategy. A successful performer could gain access to a slew of development opportunities, thereby achieving a constructive impact on the efforts of colleagues and co-workers. This technique to engage and motivate employees holds special relevance in the fast-paced competition that typifies the knowledge economy in the present day.

The spirit of friendship and camaraderie serves as a glue that binds teams; it could also drive innovation in formulating employee engagement techniques and strategies. In line with this, employers and business leaders could work to promote greater levels of familiarity and friendship between individuals in the workplace. This strategy to engage and motivate employees hinges on creating a platform to share interests, knowledge, expertise, work techniques and methods, etc. The subsequent demolition of silos could generate positive outcomes and elevate the quality of work attained in the modern workplace. Further, business leaders could implement digital platforms to promote knowledge sharing, thereby accelerating the formation of professional acquaintance and friendships. Such a stance also equips the modern organization to develop unique work strategies that can dispense justice to challenging assignments issued by valued clients.

Defining a roadmap for success in the workplace remains a critical input when business operators seek to engage and motivate employees inside a certain timeframe. Flowcharts can assist in the delineation of such a roadmap and are instrumental in spotlighting various elements that animate such strategy. In line with this, business owners can chart different versions of paths to professional advancement for each grade of employees. For instance, a consulting firm can envision different editions of a roadmap for associates, senior associates, analysts, etc. Each stage inside the illustration must feature relevant inputs and timelines, while projecting a negotiated path to advancement. Further, mentors can guide each employee in a bid to boost engagement at the individual level. The emerging illustration, upon successful execution, posits long-term engagement with the human capital driving the sponsor organization.

Various New Age devices such as achievement boards positioned inside an organizational space, the formation of employee-led committees, top-notch cafeterias, a modern gymnasium, responsive management systems, and enlightened appraisal practices can help modern organizations engage and motivate employees. These elements could find expression inside a flowchart as part of ongoing efforts to engage a wide spectrum of employees and design the contours of a mechanism that drives individual performance inside the organization. Further to this, the leadership could solicit feedback from associates and employees with a view to improve work processes, implement innovation, and drive higher levels of performance. A periodic review of the flowchart could yield interesting insights that bear potential to drive constructive disruption and improve the morale of employees. In essence, the illustration serves as a blueprint to expand the scope of employee engagement and power organizational growth.

Cross-training activities and mentorship programs can deliver significant impetus to corporate plans that seek to engage and motivate employees. Bearing this in mind, corporate captains and line managers could work to fashion training schedules and fluid mentorship programs inside a diagram. The core value of such an initiative resides in the fact such activities empower employees to upgrade their skills, aspire to higher responsibilities, and expand their relevance within the sponsor organization. Timelines and feedback (from trainers and mentors) add flavor to the flowchart and indicate the best talent that deserves to be fast-tracked for elevation. This strategy bears the potential to heighten engagement levels for every employee; also, it propels the organizational matrix by creating a pool of talent for enrolment in leadership programs.

Intelligent elements inside the modern organization can deploy these suggestions (and combinations, thereof) when they seek fruitful outcomes. We note the flowchart remains the best platform to design such plans and implement a successful execution. The connected nature of such diagrams ensures unbroken chains of cause-and-effect, which creates a visual narrative of employee upliftment. The end-products could include high levels of employee motivation and a sharp rise in the performance levels of the parent organization. Additional benefits flow when motivated employees take the initiative to train new colleagues, thereby multiplying the scope of successful outcomes.

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