---
title: Rekindling Employee Engagement with the S-Model for Relationships
description: 4-S model via Dr. Curt Thompson links seen, soothed, safe, and secure as a path for developing secure relationships, extending it to employee engagement
image: https://www.brainzooming.com/hubfs/Brainzooming/business%20man%20giving%20a%20conference%20in%20a%20room-1.jpeg
---

# Rekindling Employee Engagement with the S-Model for Relationships

[Strategic Thinking](https://www.brainzooming.com/blog/tag/strategic-thinking), [Collaboration](https://www.brainzooming.com/blog/tag/collaboration)

A friend recommended the book, *[The Soul of Desire, by Dr. Curt Thompson](https://amzn.to/3JmwGR5) (affiliate link)*, to me. Unrelated, Brainzooming was leading a major visioning and [employee engagement](https://www.brainzooming.com/blog/3-vital-employee-engagement-strategies-for-winning-ideas/211867) assignment for a non-profit client. As with so many things, the two (the book and the employee engagement work) became *very* related.

## **The S-Model of Relationships**

Dr. Thompson introduced a model linking four S-words to identify the path for developing secure, attached relationships. He applied it to forming personal relationships and bonds as adults; while he doesn’t extend it to employee engagement, it absolutely fits.

Described within an employee engagement context, the model communicates:

- Before individuals feel Secure within an organization, they must be Seen (recognized and known in words and actions).
- Being Seen is a precursor to being Soothed (the organization and leaders addressing and meeting their needs)
- Consistent Soothing behavior creates Safety for employees (this represents a stronger, and deeper emotional connection)
- Finally, an employee with no reason to question Safety develops a Secure sense (freely sharing and embodying the deepest connection)

## ![S-Model of Building Relationships Dr Curt Thompson](https://www.brainzooming.com/hs-fs/hubfs/S-Model%20of%20Building%20Relationships%20Dr%20Curt%20Thompson.jpg?width=615&height=136&name=S-Model%20of%20Building%20Relationships%20Dr%20Curt%20Thompson.jpg)**A Guide for Re-engaging Employees**

The S-model reflected our non-profit client’s employee engagement challenges:

- Employees passionately believed in the organization’s cause
- They were strongly committed to serving patrons and improving their lives
- At the same time, they mistrusted past leadership, and their honeymoon period with the new CEO was waning (they’d heard the talk, but seen little action)

Given the non-profit’s challenges, Brainzooming adapted the S-model. We translated it as a guide for leadership to conduct strategic outreach interactions that consistently recognize where employees are in the model. Given the doubts that employees were raising in honest, authentic ways, we added *Skepticism* as a fifth S that leadership would need to address. Skepticism can appear anywhere in related to the other steps. It’s a good sign, intriguingly, since it signals that employees are still invested in an organizational relationship.

![Engaging employees starts with seeing them and their contributions](https://www.brainzooming.com/hs-fs/hubfs/Brainzooming/business%20man%20giving%20a%20conference%20in%20a%20room-1.jpeg?width=450&height=300&name=business%20man%20giving%20a%20conference%20in%20a%20room-1.jpeg)

If you’re thinking about the S-model’s possibilities for your organization, we recommended these strategies within each S-stage:

### Seen

- Make a legitimate commitment to learn about, know, and better understand employees. State your intent; let actions live back up the words.
- Ask meaningful questions signaling that you understand employee aspirations and concerns.
- Acknowledge all perspectives, even ones that you disagree with, and honor all perspectives without immediately arguing or trying to prove them wrong.
- Listen more than you talk, and speak authentically to play back what you have heard.
- Remember them in meaningful ways.

### Soothe

- Acknowledge their hurts and apprehensions, especially those that you caused.
- Demonstrate that you have seen and heard them accurately. State your appreciation for them engaging now and previously.
- Demonstrate that you see their importance to leadership, the organization, and audiences they serve.
- Do the right things for them, accelerating simple decisions that directly benefit them.
- Let them see that you will act on their behalf, even if you can’t do everything they seek.
- Demonstrate consistent behavior.

### Safe

- Be thankful and positive for them, calling them to be their best selves. Both show lavish appreciation and challenge behaviors inconsistent with the organization’s aspirations.
- Display leadership and organizational vulnerability.
- Don’t over- or too quickly react in suspected or extreme ways; be measured in your responses to challenges and difficulties.
- Create opportunities for productive, respectful collaboration between leadership and employees to foster the organization’s future reality.
- Reassure them of your intentions more through behaviors than words.
- Continue acting with consistent behavior.

### Secure

- Be consistent in everything.
- Co-create opportunities for bigger and more impactful collaborations.
- Encourage and celebrate smart risk-taking from employees based on their insights, experiences, expertise, and ownership in successful outcomes.
- Shower them with praise for trying and embracing new ways, whether successful or not, as they learn and grow.
- Co-celebrate frequently without hesitation.
- Co-imagine what’s next for the organization, its audiences, employees, and leadership.

### Skeptical *(The New, Fifth S)*

- Acknowledge skepticism; ask questions to demonstrate your respect for and value of the commitment that skepticism implies.
- Continue doing what you said, fulfilling all commitments.
- Follow through on all promises, doing this over a prolonged period to create a lasting impact.
- Act on employee requests for changes and improvements.
- Never waiver from your consistent behaviors.

## **The First Step is Yours**

Applying the S-model will ground your employee engagement expectations and actions in a strategic approach. The model highlights the importance of creating a safe, secure environment for employees before they will give their full selves to bringing about [transformation and change](https://www.brainzooming.com/blog/creating-change-and-change-management-four-strategy-options/11571). It also orients your leadership team to think and act consistently to foster rebuilding relationships.

Want to discuss your perspectives on this model or employee engagement? [Reach out to me. I'd love to learn how you are approaching it. ](mailto:mikeb@brainzooming.com)– *[Mike Brown ](https://www.brainzooming.com/who-we-are/#MikeBrownBio)*

 

### [If you enjoyed this article, subscribe to the free Brainzooming blog email updates.](https://info.brainzooming.com/email)

## [10 Employee Engagement Ideas to Improve Strategic Results](https://info.brainzooming.com/results-ebook)

## [FREE Download: "Results!!! Creating Strategic Impact"](https://info.brainzooming.com/results-ebook)

[![Results!!! Creating Strategic Impact Mini-Book](https://no-cache.hubspot.com/cta/default/462042/9fb77dea-1469-4ff3-8b10-2c9855b249ef.png)](https://cta-redirect.hubspot.com/cta/redirect/462042/9fb77dea-1469-4ff3-8b10-2c9855b249ef)

Leaders need high-impact ways to develop employees that can provide input into strategic planning and then turn it into results. This [Brainzooming mini-book, "Results - Creating Strategic Impact"](https://info.brainzooming.com/results-ebook) unveils ten proven lessons leaders can use to boost collaboration, meaningful strategic conversations, and results. [Download this free, action-focused mini-book](https://info.brainzooming.com/results-ebook) to:

- Learn smart ways to separate strategic opportunities from the daily noise of business
- Increase focus for your team with productive strategy questions everyone can use
- Actively engage stakeholders in strategy AND implementation success

[![Download Your FREE   Results!!!  Creating Strategic Impact Mini-book](https://no-cache.hubspot.com/cta/default/462042/6e6a180e-0f0b-4fc6-b25f-1646adb3d12a.png)](https://cta-redirect.hubspot.com/cta/redirect/462042/6e6a180e-0f0b-4fc6-b25f-1646adb3d12a)

 

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#### [5 Employee Engagement Ideas When Turnover Is High](https://www.brainzooming.com/blog/5-employee-engagement-ideas-when-turnover-is-high)

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Date published: 03/08/23

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- [December 2009 (13)](https://www.brainzooming.com/blog/archive/2009/12)
- [November 2009 (18)](https://www.brainzooming.com/blog/archive/2009/11)
- [October 2009 (19)](https://www.brainzooming.com/blog/archive/2009/10)
- [September 2009 (18)](https://www.brainzooming.com/blog/archive/2009/09)
- [August 2009 (20)](https://www.brainzooming.com/blog/archive/2009/08)
- [July 2009 (19)](https://www.brainzooming.com/blog/archive/2009/07)
- [June 2009 (23)](https://www.brainzooming.com/blog/archive/2009/06)
- [May 2009 (20)](https://www.brainzooming.com/blog/archive/2009/05)
- [April 2009 (18)](https://www.brainzooming.com/blog/archive/2009/04)
- [March 2009 (21)](https://www.brainzooming.com/blog/archive/2009/03)
- [February 2009 (23)](https://www.brainzooming.com/blog/archive/2009/02)
- [January 2009 (26)](https://www.brainzooming.com/blog/archive/2009/01)
- [December 2008 (19)](https://www.brainzooming.com/blog/archive/2008/12)
- [November 2008 (21)](https://www.brainzooming.com/blog/archive/2008/11)
- [October 2008 (22)](https://www.brainzooming.com/blog/archive/2008/10)
- [September 2008 (20)](https://www.brainzooming.com/blog/archive/2008/09)
- [August 2008 (21)](https://www.brainzooming.com/blog/archive/2008/08)
- [July 2008 (20)](https://www.brainzooming.com/blog/archive/2008/07)
- [June 2008 (19)](https://www.brainzooming.com/blog/archive/2008/06)
- [May 2008 (18)](https://www.brainzooming.com/blog/archive/2008/05)
- [April 2008 (22)](https://www.brainzooming.com/blog/archive/2008/04)
- [March 2008 (19)](https://www.brainzooming.com/blog/archive/2008/03)
- [February 2008 (21)](https://www.brainzooming.com/blog/archive/2008/02)
- [January 2008 (22)](https://www.brainzooming.com/blog/archive/2008/01)
- [December 2007 (15)](https://www.brainzooming.com/blog/archive/2007/12)
- [November 2007 (5)](https://www.brainzooming.com/blog/archive/2007/11)
- [October 2007 (6)](https://www.brainzooming.com/blog/archive/2007/10)

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```