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Defining Terms of Employee Engagement

Some of my colleagues attended an event last week on Employee Engagement. The speaker asked who ‘knew what employee engagement was?’ Only 5 of the 60 HR professionals attending put up their hands. Either they were too shy to say or this is not a priority to truly understand employee engagement. Yet more than ever we want more from people…to be successful in business employee engagement is paramount.

I learnt way back in my Ansett days that there was no point in spending a bunch of money on advertising if your people are not delivering the same message consistently. ie don’t advertise great service if your staff are not delivering consistently great service. I also learned that lip service from ‘management’ does not make an engaged workforce.

I came across this quote recently.

“Research indicates that while values and cultural attitudes provide a foundation for employee engagement, to drive performance and results, there must be a clear link between executable strategy and behaviour. Achieving this link is a top priority, and in most cases, the CEO – not HR- appears to be leading the charge.”
Deloitte – The Economist Intelligence Unit 2007.

Commitment to true employee engagement of which reward and recognition are an essential part – must come from the most senior leaders in the organisation. “As the leadership team goes – so goes the rest of the organisation.”

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  • Each year I look at what it is I want to achieve. And how I want to contribute. I also build new messages and insights for my keynotes. One topic I’m considering is Influence... how to impact others. This will incorporate personal leadership, but it is far more shifting viewpoints and aligning people.  This is what I’m working on at the moment.  What are you planning for 2018?
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