The role of employees as fans can be complicated. I mean, it’s hard to be a fan of something that has financial control over you or has control over your future. Yet the best employees, the most engaged employees, and the happiest employees, feel a sense of autonomy. They feel like all of their needs are being met. In fact, I think they would call themselves fans when they’re engaged.
So, how can an organization turn employees into fans in the first place?
David Meerman Scott, author of the book Fanocracy (and recent guest of my podcast) had this to say on the topic, “We spoke with dozens of CEOs about how to make fans of employees and how that powerful fandom of the employees who work for their companies then translate to growing fans of a business. And the bottom line of this passion is infectious.”
He went on to explain that people who bring passion to their work, and when those companies allow those employees to exercise those passions, they become passionate about the place they work. It radiates out to the customers and potential customers.
Of course, this is challenging for companies to think of labor employees as partners or fans. It’s basically taking the idea of employment and turning it on its head. But, the opportunity and potential to do so is there.
If you want to hear more about the art and science behind turning customers and employees into fans then head over here to listen to this episode of Let’s Fix Work.