Engagement remains an essential topic for organisations and leaders. I recently contributed to an online debate on whether in the process, employee engagement has lost its humanity. This is an extract. For the full discussion, including Jane Sparrow’s response, see the Melcrum blog.
For the employee, engagement doesn’t happen at a conceptual level. Like trust, engagement for them is an accumulation of perceptions and experiences, relationships and interactions.
The intensity of these individual experiences – positive or negative – will determine their scoring on factors that describe how connected they feel to their work, whether they enjoy what they do, the degree to which they feel they make an impact, whether they are able to provide good customer service.
Workplaces can foster or impede this. Engagement in organizations – when we look beyond the drivers and the factors in the instruments that measure it – consists of the accumulation of these human experiences.