We don’t want people to be “engaged” we want them to be “married” – Fully committed

We don’t want people to be “engaged” we want them to be “married” – Fully committed

Why the ‘Employee Engagement’ Industry Has to Change

The whole concept of “employee engagement” has to change. Companies need to think more broadly, expand their language, and use new tools and approaches to measurejosh-bersin and build commitment in the workforce, Josh Bersin explains.

He goes on to say ‘When I talk with HR leaders, they consistently express concern about attracting, recruiting, and keeping top people. They apply for “best places to work awards” and watch their Glassdoor ratings as closely as their cholesterol. ‘ Why this shift? Josh Bersin states three big things have changed:

1. A shift in the ethos of work. The borders between work and life have broken down and people are looking for more meaning, work-life balance, and opportunity to grow and progress.

2. Job mobility is on the rise. Thanks to Obamacare, it is now safer and easier to change jobs than ever before.

3. Transparency has reshaped the job market. It now easier than ever to find an open position, learn about an employer, or apply for a job.

Today’s challenge is not just “increasing engagement,” it’s a problem of building a team that is “committed” to our mission… and that means looking at job design, management, leadership, development, mission, and candidate selection. This solution goes beyond the traditional concepts of the engagement survey (which is a 30 year old idea).

The articles goes onto say that the word ‘Engagement’ is potentially the wrong word to use. Some companies call it happiness, others call it the mission statement. It doesn’t matter what it is called, as long as the organisation gets it.

The issues can be broad and varied In some companies there is an issue of leadership and management; in others it’s workload and performance management; in others there may be a poor, non-inclusive, or old-fashioned work environment; in others the company struggles to select people who fit their culture; in others the competition is so high that they simply cannot compete for benefits and job opportunities. In most cases it’s actually a combination of all these things, each impacting people in different ways in different groups. And the solutions are complex, they take time, and they take investment.

Read the full article here.

The content of this article is not owned by Engage for Success. It was originally published by Josh Bersin.

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