There is plenty of chatter around employee engagement as a key business issue. It certainly is an important factor in leading others, but what is the reality of this latest management initiative?
In most of the research and literature, there is an underlying assumption that employees are not engaged or connected to the purpose of the organization. Perhaps, but I object to the implication that the problem lies only with employees.
In my 40 years of working with organizations, I found many “engaged” employees frustrated at the apparent lack of effective leadership in their organizations.
Most of them joined to make a difference and engage in important work. They may be attracted to the industry or to the organization, but too many employees leave with a feeling of helplessness, and an inability to express their highest aspirations and deepest values through their work.