Changing the Way We See Engagement in the Workplace
Research shows that we may need to change the way we manage people (end appraisals?), change the work environment (open offices? nap rooms? ping pong tables?), and change who we hire (are we hiring the right people for our mission, culture and values? are we assessing well?). All these things tend to go well beyond the typical engagement survey.
Financial institutions say that they are having a harder time recruiting people because they are no longer “cool” places to work. This isn’t a traditional problem of “engagement,” it’s one of identity, mission, and culture.
Have you ever worked for an organization that got you excited to come to work every day?
Part of the shift we need to make is to redefine our perspective on an employee. Rather than consider people as “hired hands” we want to “engage,” (the whole term “human resources” has this old fashioned connotation).
High-engagement companies understand that employees are the essence of products and services. They develop, deliver, and support what our customers experience every day.