The latest buzzwords around productive employees used by management: employee engagement.
How companies can more effectively engage the employee, why employee engagement is necessary for a productive company, and how employee engagement works are all discussed in the blogosphere.
I’ve looked at about fifty of these types of articles on why employee engagement is necessary and how to go about it.
They all fail the key component of an employee’s willingness to be engaged in the job: trust of management.
I don’t know about you, but I do my best work when I’m engaged in what I am doing. But management actions speak a lot louder than words when it comes to trusting an employee’s judgment. How willing are you to engage in the job you do when companies engage in the following practices:
Note that the work prior was all considered successful. And now a new management team comes in and tells you all that you have considered successful is not. What you have done might not now be what is needed to run the business.
But understanding of your work and teaching what now needs to be done is a skill that isn’t often used in these situations. Instead, it’s management by fiat. You will do what is told to you or you will be gone. In case you are wondering, that type of management makes me gone.
All of these things have happened to me in my long career. It’s not fun. It doesn’t make me want to engage in the work that I’m doing. That’s what’s missing from employee engagement articles — what a company does about engaging employees in their work speaks volumes more about engagement than the next five-point plan to engage employees in their work.
Instead, these articles should be asking this: Where’s the trust?