Employee engagement has become the holy grail of HR.
It has been discussed, dissected, debated and derided as either THE MOSTimportant thing for business performance – or the most over-hyped solution for all-things-ailing-your-business since 360 Degree Reviews. And like a lot of concepts employee engagement falls into what I call the “Forest Gump Maxim” – which states whenever faced with opinions that fall into the two extreme tails of a distribution you can bet that the real answer is in the middle – you know – “a little of both.”
Employee engagement is a concept that falls firmly in the middle. Does employee engagement help increase company performance? Probably. Does employee engagement have “secrets” or “rules” that ANY company can install and viola – record business performance? Doubtful. Does employee engagement mean you should look at your employees as human beings with individual skills, passions, goals, desires and dreams.
Read the whole post over at Symbolist (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”