The Worst Advice I’ve Ever Heard About Employee Engagement

Hundreds of millions of dollars of time, energy, money, and resources have been spent on employee engagement, yet 2 out of 3 employees globally are NOT engaged.  The reason is because companies have focused their efforts primarily on engaging their employees rather than enabling them to do the right thing, at the right time, the right way, for the right reason.

Bad Advice: Employee engagement and employee happiness results in employee loyalty.

The new work order had changed.  People are no longer trading job security for job loyalty.  It’s rare for someone to stay with one organization for his or her whole career.  In fact, CNBC recently reported that the average tenure for millennials is 2 years versus 7 years for baby boomers.  Additionally, they reported millennials top reasons for leaving were that they felt they could do better in their jobs and that they were not making a difference in the company.

In order to enable and engage your talent, provide them with skills, learning, development and the opportunity to feel like they can contribute and make a difference in your company from day one.

Bad Advice: Annual surveys can measure the true engagement of your employees.

While measurement is an important element of your employee recognition strategy, many companies focus on measuring employee engagement with an annual survey of their employees.

The best companies catch their talent doing things right at every touch point.  They provide them with authentic acknowledgement and feedback on a regular basis and have an open door policy for ongoing employee feedback throughout the year.

Employee enablement and engagement can also be measured by the customer experience.  If your employees are truly enabled and engaged to do their best work, it is reflected in your customer experience.

Creating exceptional employee experiences starts by providing your talent with skills, learning and development that make them more marketable, combined with the opportunity to contribute from day one and grow within your company, and yes maybe someday, somewhere else.

Read more about our CSI Performance’s enablement philosophy and our global performance  and layered learning programs.

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