Employee engagement is big news. Just like innovation, diversity and other now generic buzzwords implemented by organizations to pretend something worthwhile is being accomplished.
One should ask with all the empirical data, why don’t business leaders understand that an engaged workforce is a better workforce?
My opinion is two prong.
- They care
- They don’t care
Managers are busy concerning themselves with the complexities of hypercompetition. They see every advantage becoming rapidly assailable. Competitors spring easily from every vantage point requiring little or no capital.
In my discussions with CEO’s they leave the engagement to others. They don’;t see how to quantify employee engagement.
The other reason is to have an engaged culture assumes an engaged leadership and management. That requires authentic servant-like leadership who is self-efficacious.
In reality the lack of engagement inhibits innovation and customer service.
Below are additional ideas from Inc:
The Culture Component
“Matching the person to the culture is absolutely critical,” says Anne Bruce, speaker and co-author with Brenda Hampel of Talent Assessment and Development Pocket Tool Kit: How to Get the Most out of Your Best People and with Erika Lamont Talent Selection and Onboarding Tool Kit: How to Find, Hire, and Develop the Best of the Best both McGraw-Hill 2014. “There are a number of ways you can interview for attitude. You have to remember that attitude is about behavior. How do people behave?” That’s something you can assess during interviews, she says, if you “stay out of the ‘woulds.’”via Employee Engagement Best Practices: Performance as a Team Sport | Inc.com
In our work we’ve found a few pockets of prfound exmaples of high trust environments and places where they aren’t. When our teams spot effective engagement we observe keenly how. A pattern appears in responses.
They include and share power
They co-create ways of operating with varying viewpoints in teams
There is a sense diverse range of people within the organization extending beyond leaders and managers, who are involved, feel accountable and find solutions benefiting the purposes of the person and organization.
Is employee engagement seen as a priority in yourz? And, if it is, how are you going about creating an environment that encourages engaged employees?
Jim is president of InnoThink Group and Leadership Matters. A leadership and competitive strategy consultancy working with small business, Fortune 500 and government. He is a leader in workplace learning, productivity, performance, and leadership training solutions. For over 25 years, we have helped companies improve their performance, productivity, and bottom-line results.