“Employee engagement” is a management consultant’s dream!
It brings so many advantages, produces such amazing bottom line results, why hasn’t everyone bought into it? Why do very savvy senior businesspeople think a 10% improvement is what to expect?
Scepticism. A perfectly healthy buyer scepticism.
The lure of gold created a rising tide of Consultants eager to service the need. You just needed to read a book or two after all.
This gold rush carried a lot of slurry downriver and Consultants have regularly confused cause and effect when promoting actions to improve “employee engagement”.
Not surprisingly, treating a problem with the symptoms of “what good looks like” does produce a temporary lacquer of good. But it doesn’t last if the fundamentals haven’t been changed. Except your workforce is now convinced you have lost the plot!
A Google search on ‘employee engagement tips’ yields 66 million results. You’ve seen the like, I’m sure. The ‘Top Ten Tips for Employee Engagement’; the ‘Six things you need to do’; the ‘Best way to…’ – a virtually endless stream.
The Buyer’s problem is that all these Tips work! They just don’t work all the time.
Raising ‘employee engagement’ requires the right action at the right time. It’s like a maze. The next action you need to take depends on where you are now.
The phrase is so devalued I try not to use it. It isn’t even a complete phrase—it should read “employee engagement in their employer’s work”.
Perhaps that makes how it produces such startling results more obvious?
To discover ‘what makes people want to work, I’ve been researching and experimenting with people at work since 1976. Mazes have a lot of dead ends!
Your people’s engagement is measured by your financial results
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