I have been engaged in some emotionally charged debates in HR and OD communities regarding the importance of enablement and energy as it relates to employee engagement.
I am all for engagement, however I view it as an outcome of enabling your associates and removing obstacles so that you can foster their passion / energy. When you do that, engagement flows naturally.
Today, decisions are made at every level of your organization. The apparently “low level” decisions are extremely important in a knowledge based organization.
If you think about it, knowledge workers should know more about their areas of specialization than anybody else, so their decisions are likely to have an impact throughout the company.
If you are a leader, how are you enabling your team?
Peter Drucker stressed that every organization needs performance in three major areas:
1. You need direct results.
2. You need to build your values and reaffirm them.
3. You need to build and enable people for tomorrow.
One last final question; Are you enabling your people and fostering their passion? Or, are you trying to make them happy and engage them?
Click here to view the infographic below:
Republished with author’s permission from original post.
Peter, what exactly do you mean by “employee engagement” in your post?