And to add to my response after re-reading your comment.... I don't really think there is anything "new" about engagement, it is just repackaging of what HR and leaders have been talking about and thinking about ever since the modern organization emerged out of the smoke and soot of the industrial revolution. However, what is new is the wealth of research data, financial value and organization value created through "employee engagement." So, fortunately or unfortunately, engagement is the term we are most frequently stuck with regarding this new body of evidence-based Human Capital Management. Hope this helps. I'd love to stay connected about your thesis and conclusions. Have a great week!
Brian Carlse, www.staubin.net, www.bjcarlsen.blogspot.com
Hello Ana-Maria! An research colleague of mine (she is on the faculty of a U.S. University) shared with me that "Engagement" as a term to describe what it does, is a fairly recent term--and that commitment and loyalty were used earlier. It is still incumbent on students of the field, I believe, to define how they are using the term engagement, and how it related to these other terms. My colleague feels, if I recall correctly, that commitment and loyalty are better and fuller labels for the related concepts and behaviors. From out book (Attract, Engage & Retain Top Talent: 50 Plus One Strategies Used by the Best), we observe that "positive employee attitudes lead to commitment in the organization's future, which can be measued in three areas: 1) strong believe int he organization's goals and objective, 2) willingness to exert considerable effort on behalf of the organization, and 3) strong desire to maintain membership in the organization." (p. 5) Later we refer to the Gallup organization's definition of Engaged Employees: "The work with passion and feel a profoun conection to their company. They drive innovation and move the organization forward." As you have no doubt noticed, there is extreme overlap in the terms, and I agree that peopl in this field (including myself) are fast and loose with the terms being used. Maybe you can help us out?
Ana-Maria:
Yes I think it is very important to welcome each member. Perhaps more managers, directors, CEOs, Presidents, should spend a part of each week welcoming new employees and even connecting with people as they come to work.
David
Ana-Maria:
Welcome to the network. Seems like an after thought to welcome you as we have already interacted. I look forward to your continuing involvement and engagement in the network.
David
The most important priority for leaders is to cultivate, appreciate, and leverage the vast untapped potential of every employee in their organizations.
If you focus on engagement, productivity will follow. If you focus on productivity, you may not get it.
To begin engagement, sit down with each employee for 40-60 minutes, privately, quietly, and confidentially, and get to know them better -- thei…
I'd appreciate hearing from others on best practices regarding the frequency of employee engagement surveys. I've seen lots of debates on what is the best interval to use for regular measurement and it wouuld help if you could share how often you do…
Ana-Maria Calin's Comments
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Brian Carlse, www.staubin.net, www.bjcarlsen.blogspot.com
All the best to you! Brian Carlsen
Yes I think it is very important to welcome each member. Perhaps more managers, directors, CEOs, Presidents, should spend a part of each week welcoming new employees and even connecting with people as they come to work.
David
Welcome to the network. Seems like an after thought to welcome you as we have already interacted. I look forward to your continuing involvement and engagement in the network.
David
Brian Carlsen
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