21 Reasons Why The New Employee Engagement Must Come With A Warning Label

Warning: The New Employee Engagement will Cause Change.

Be warned. If you focus on the New Employe Engagement where you work — work will change.

I believe employee engagement should come with a warning label for any organization or individual who is ready, willing, and able to undertake the journey into the New Employee Engagement.

The warning label is required because:

  1. The New Employee Engagement is a revolution. Rather than the loose concept and idea of engagement revolving around work — work, management, and leadership will revolve around engagement.
  2. The New Employee Engagement is predicated on the principle that everyone within the organization is an employee, including all managers and leaders.
  3. The New Employee Engagement will change how we work and how we work together. Employees will be responsible for their own engagement and the organization will be accountable to employees.
  4. The New Employee Engagement will result in higher levels of uncertainty and participation. Engaged employees do not sit passively and go along with the status quo.
  5. The New Employee Engagement will change the organization as much as it changes the individual. We all must be open to both input and influence.
  6. The New Employee Engagement will remove the cloak of employee invisibility and anonymity. Real recognition required recognizing the pluralism of voices in the organization and who is voicing what so we can have conversation not interrogation.
  7. The New Employee Engagement will demand that we take responsibility for our own engagement. Engagement goes with us and it is real time, not some annual antiquated measure of attitude.
  8. The New Employee Engagement will require that we educate employees on how to engage not to chain them to the organization but to unleash their energy and engagement for their work contributions.
  9. The New Employee Engagement will be much more about task than a warm fuzzy feeling for the organization and leaders must realize most of their task is building relationships.
  10. The New Employee Engagement will demand that we are accountable for how we influence other people’s level of engagement.
  11. The New Employee Engagement will require us to get very comfortable with the idea of work as an invitation and the contingent consequences for accepting or declining the invitation.
  12. The New Employee Engagement will not be tethered to HR or Internal Communications – engagement will be everyone’s business.
  13. The New Employee Engagement will demand that work makes us well so that both our work and our health are sustainable as we thrive rather than just survive.
  14. The New Employee Engagement will not be about getting a higher engagement score rather it will install achieving results, building relationships, and cultivating wellbeing as the powerful troika of work.
  15. The New Employee Engagement will not be about passive attitudes or emotions rather it will be about small and significant actions attached to what is significant and meaningful to individuals and organizations.
  16. The New Employee Engagement will make us abandon programs and policy in favour of process and actions.
  17. The New Employee Engagement will have us abandon slogans of being a great place to work in favour of actually being a good place to work.
  18. The New Employee Engagement will force us to let go of thinking of engagement as something we do to or for employees into something we do with employees.
  19. The New Employee Engagement will come to an end not as a fad that failed but because it integrates so well into how we work, manage, and lead that we don’t need the term.
  20. The New Employee Engagement will abandon the antiquated focus of work/life balance for life/work infusion where our life contributes to our work and and our work contributes to our life.
  21. The New Employee Engagement will create new ways of working that we are only beginning to imagine.

There, you’ve been warned. I think it is worth the risk to dwell and work in the New Employee Engagement but know what you are getting into before you engage. To learn about 4 courses for The New Employee Engagement, click here.

To get working on the New Employee Engagement email David Zinger at david@davidzinger.com and begin the engaging conversation with David to change work where you work.

 


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