Employee Engagement is the new black. You can’t swing a disgruntled worker without hitting another report citing percentages of employees who are disengaged, disconnected, actively negative, passively waiting, engaged, enchanted, empowered and feeling the luv.
Engagement is IT baby – get busy engaging or get busy dying.
My Engagement Beliefs
- I believe in engagement. I believe there are multiple paths to engagement. I believe that employ
ees are happier, more productive and more likely to help the corporation when they are engaged.
- I believe that employees need to find meaning in their work, be validated (a better word than recognized me thinks), be informed, be paid, have a personal alignment with the mission/values of the organization.
Read the whole post over at Paul Hebert's I-2-I (an FOT contributor blog).
Paul Hebert is Senior Account Executive at WorkStride, Inc, and a writer, speaker and consultant. Paul focuses on helping connect best-in-class incentive technology platform to behaviors you need drive business results through employees, channel partners and consumers.
Using proven motivational theory, behavioral economics and social psychology he has driven extraordinary company performance for his clients. Paul is widely considered an expert on motivation, incentives, and engagement.
Other notable activities:
- Interviewed by the BBC on executive motivation and pay
- Quoted three times in USATODAY as an expert in incentives and channel travel programs
- Published in Loyalty360 magazine
- Writer and founding member of the editorial advisory board at the HRExaminer website
- Contributing author of “Enterprise Engagement: The Textbook: A Roadmap to Achieving Organizational Results Through People”
- Contributing author of 3 books on social media “The Age of Conversation #1, #2, and #3”