You are correct. The workforce engages because it is something that they see is beneficial to them. They must be accountable to becoming engaged. So on that point I agree wholeheartedly.
However, I must disagree that walking the talk compromises engagement. Your point about not trying to force someone down a path is a good one. But, in the beginning, it is important to for folks to see that their leaders are doing what is being asked of them. Although I am not as experienced as some, I have been doing this work for a number of years. In my experience I have never seen an organization sustain a high level of engagement that has definitive impact on its productivity and profitability without the senior leaders taking action on engagement. Now you are correct to say, that may mean they must stop doing something that is disengaging the workforce. But, just as the workforce must choose to be engaged, they must choose to not be disengaged. It is important for the senior team to be engaged because that sustains those high level benefits to the organization. At some point, the employees will not care what the senior team is doing. But, the senior team should. They are a team too.
The goals of senior management are going to be very broad. It is up to the front line managers to translate these goals into something meaningful for their lower level employees. Therefore any buy in from senior management is going to have a little eventual effect on the employees.
If senior management is very unfocused then frontline managers can provide focus by giving specific goals to individual employees, and therefore build engagement. And if senior management has very good ideas about employee engagement, front line managers can undermine this by ignoring their employees, or translating senior management intentions badly.
Therefore front line managers are the weak link in any engagement initiative.
Ask yourself: Do you work better in the morning and in the evening? Take off every afternoon! Why are you working five days in a row? Can you work alternate days – and rest every other day. If you usually take a fortnight’s holiday (if that!)? Could you take three weeks or a month? Is your optimum output better if you take ten weeks off, instead of four, and work with more energy during the times that you DO work?
Work In The Zone | LinkedIn www.linkedin.com “The higher your energy level, the more efficient your body. The more efficient your body, the better you feel and the more you will use your talent to produce outstanding results.”Tony RobbinsIt’s
Create A Vocabulary That Inspires Employee Engagement www.forbes.com It's official. Employee engagement is the new black. I’ve been writing and thinking a lot about it lately, as have others. The very notion of how leaders and employees engage has slowly morphed away from ‘companies have to do this because employees want it’ to ‘companies have to do this [...]
The one question employee engagement survey: Why are you still here?
The shortest Employee Engagement survey has one question | Leandro Herrero leandroherrero.com And the question is: ‘Why are you still here?’ You learn about the organization by asking questions to employees when they leave you (exit interviews) but you learn far more when you ask them why they are staying (‘stay’ interviews). It’s not a joke. ‘Why are you still here?’ – with the emphasis on…