How fundamental aspects of employee psychology interact to drive success
A GMJ Q&A with Rodd Wagner and James K. Harter, Ph.D., authors of 12: The Elements of Great Managing
H.L. Mencken once wrote, "There is always a well-known solution to every human problem -- neat, plausible, and wrong." A dispiriting thought, to be sure. It would be so much easier to think that there's one pat answer, or a single silver bullet, that could solve every problem.
Forget it. Mencken was right. There isn't a neat, simple solution to any human problem, let alone the problems of managing humans. That's because business is an intricate dynamic, involving different people doing disparate things to achieve many goals. And if finding a single answer to the problems of people management is difficult, it's futile to think there's a single element that will make that complex dynamic perform at peak.
The fact is, there are 12 of them.
Rather, there are 12 basic needs that all humans need fulfilled at work. They include knowing what's expected of you, receiving recognition and praise for doing a good job, and believing that your opinions count. When those needs are met, the company benefits from dramatically increased employee engagement and organizational performance. So say Gallup's Rodd Wagner and Jim Harter, Ph.D., in their book 12: The Elements of Great Managing.
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