Balancing compliance with engagement can be a challenge for leaders, especially when legal frameworks, such as the Code of Practice for Psychosocial Risk Management, require strict adherence to policies and procedures. However, it is possible to create a work environment that is both compliant with regulations and actively fosters high employee engagement. Here’s how leaders can achieve that balance:
Understand the Value of Compliance and Engagement
Compliance is essential for meeting legal requirements and ensuring a safe and healthy workplace. However, focusing solely on compliance can lead to a transactional relationship with employees, where they feel like they’re just meeting minimum expectations. Engagement, on the other hand, drives productivity, satisfaction, and well-being. Leaders must recognise that compliance and engagement are not mutually exclusive—in fact, they are intertwined. A compliant environment that prioritises employee well-being and inclusivity can also be an engaging one.
Integrate TED*® and 3VQ® Principles and Frameworks for Empowerment
By incorporating TED*® (The Empowerment Dynamic) and 3VQ® (The 3 Vital Questions) into your leadership practices, you can shift your approach from compliance-based to empowerment-based. These frameworks enable leaders to:
- Focus on creating a positive culture rather than merely checking boxes.
- Foster ownership and self-awareness among employees, helping them shift from reactive drama roles (such as Victim, Persecutor, and Rescuer) to proactive roles of Creator, Challenger, and Coach.
- Encourage engagement by empowering individuals to actively contribute to their well-being and the workplace culture.
How 3VQ® and TED*® Contribute to Engagement
The key to improving engagement is not just compliance with the Code of Practice but integrating frameworks that foster positive change, empower individuals, and build trust.
The 3VQ® and TED*® principles provide the tools to make this shift a reality.
The bonus of our work is that it goes beyond the workplace. The mindset shift that is experienced by individuals has a ripple effect of positive change in their interpersonal relationships at home as well.
Employee Engagement: How 3VQ and TED* Help to Meet Employees’ Needs
| Engagement Element | How 3VQ and TED* Help | Meets Employees’ Need |
| Teamwork (Do I belong?) | 3VQ emphasises co-creation and collaboration through the ‘Coach’ role, building trust and fostering connection. TED* challenges individuals to relate as resourceful peers, promoting mutual respect and pride in shared outcomes. | Help me build mutual trust. Help me feel proud. Help me see my importance. Hear me. |
| Individual Contribution (What do I give?) | 3VQ’s ‘Baby Steps’ help employees recognise their contributions incrementally, fostering recognition and growth. TED*’s Coach role ensures employees feel valued and cared for while recognising their unique strengths. | Help me grow. Care about me. Help me see my value. Know me. |
| Basic Needs (What do I get?) | Both 3VQ and TED* combined address clarity and focus by introducing tools like FISBE (Focus, Inner State, Behaviour), reducing stress by aligning expectations and equipping individuals to thrive in their roles. | Free me from unnecessary stress. Focus me. |
Summary of Alignment Between 3VQ, TED* and Employee Engagement
- By integrating 3VQ and TED* principles into the workplace, organisations will not only comply with regulatory frameworks like the Code of Practice for Psychosocial Hazard Risk Management but also create a culture where employees are actively engaged, motivated, and empowered to thrive.
Use Compliance as a Foundation for Building Engagement
Compliance can be seen as a baseline or foundation for fostering engagement. Once a workplace meets the minimum safety and legal standards, leaders can build on this foundation by offering opportunities for employees to connect, grow, and contribute. For example:
- Career development opportunities support engagement and help employees see their growth potential within the company.
- Clear communication about the company’s mission and purpose ensures that employees feel connected to something larger than just their daily tasks.
- Recognition and appreciation show that employees are valued, increasing their engagement while maintaining compliance with fairness and equity standards.
Involve Employees in the Compliance Process
Rather than making compliance a top-down mandate, involve employees in the process. This could be through:
- Regular check-ins and feedback loops where employees can voice concerns and offer suggestions related to their work environment.
- Training and development programs that equip employees with the tools they need to manage psychosocial risks themselves, making them active participants in the compliance process.
- Collaborative efforts in shaping policies and procedures that affect their daily experiences, ensuring that compliance and engagement go hand-in-hand.
Prioritise Wellbeing Alongside Compliance
Leaders must see employee wellbeing as more than just a compliance issue. Mental health, stress management, and creating a supportive work environment should be at the heart of any engagement strategy. By prioritising wellbeing, leaders demonstrate that they value their employees beyond just their work. This approach is consistent with the Code of Practice for Psychosocial Risk Management, which outlines the importance of proactively identifying and addressing psychosocial risks.
Promote Flexibility and Adaptability
Flexibility in managing both compliance and engagement is key. The landscape of workplace safety and engagement evolves, so leaders need to:
- Stay updated on legal requirements related to psychosocial hazards.
- Adapt engagement strategies to meet the changing needs of employees, especially in times of uncertainty or after major organisational changes.
- Encourage a growth mindset where compliance becomes part of a larger culture of continuous improvement and personal and team growth.
Final Thought: Compliance as a Starting Point, Engagement as a Goal
Leaders should view compliance as the starting point for creating a workplace that is truly engaging. When employees feel safe, supported, and aligned with the company’s values, they’re more likely to be engaged, leading to higher productivity, lower turnover, and a thriving workplace culture. Balancing both ensures that the organisation not only meets its legal obligations but also fosters an environment where employees can flourish.
Are you ready to make a shift in how your team operates?
Begin with small steps: engage in a 5-Step Action Planning Consult with me, encourage open dialogue, and embrace the empowering roles of Creator, Coach, and Challenger in your daily work. Lead the way for your team by becoming a role model for change.
To dive deeper into these concepts and start integrating TED*® and 3VQ® into your organisation, reach out to me for personalised coaching, workshops, and resources that will help you create the thriving culture your team deserves.
Ready to get started? Contact me today, and let’s discuss how we can build a better, more empowered organisation together!
Next: Part 4 – How TED*® and 3VQ® Reduce Risk in the Workplace
TED*® (The Empowerment Dynamic) and 3VQ® (The 3 Vital Questions) are frameworks designed to shift individuals and teams away from reactive, unproductive patterns (often known as drama) to more empowered, resilient, and proactive approaches. By integrating these principles into your workplace, they help mitigate various psychosocial risks, enhancing psychological safety and overall wellbeing.