• Ken Ellison

    Interesting article. Question about bullet two Company Loyalty. Is this about company loyalty on the part of the company towards its employees or employee loyalty towards the company. Seems like this should be the first bullet since it effects the rest.
    As a child I grew up with the idea that I would be like my dad. I would get a job with a company, stay there for my entire work career and work my way up through the ranks.
    Since that time I have been merged,sold, restructured,outsourced, and shutdown. At 58 my dad was told his skills no longer met the needs of the company and he was let go.
    A common comment I hear from employees is ” why should I care about the company when I know they don’t care about me.” Its hard to built engagement in an environment like that.

  • Arun

    The core need of human being does not differ ever by region/ geography . Today’s bad result in”engagement” is the result of too much research in a matter which is not that complicated as it has been made so complicated through idle research – and secondly through hypocrite leaderships. Cheats & Liars can not be leaders ever – they may be Hitlers , Thugs but not leaders. They may win today’s quick game but loose for life . I find Chinese and Indian reasons are the universal base reasons for low engagements. I see a lot of companies spends lot of money after short term engagements through various childish programs that will sure keep school goers engaged and not a grown up employee. Reason may vary person to person and may not from region to region . Today’s HR misses one thing that that human beings are not be regimented and not be known by numbers. HR has lot of home works to guide management leadership and themselves in any organization . There is not shortcut and thinking amass here in question of human.

  • John Clark

    Interesting article. As the Director of Contracting at a multi-billion dollar multinational organization, I teamed with my newly hired/replaced supervisors, and we met the engagement challenge head-on. And, believe me: the challenge is NOT complex; it’s simple, straightforward, and SEEMINGLY complex. The solution? Create the ideal workplace. How? Create more than a passing fancy for earning a paycheck; create passion within and by the workforce. How? Smash the us-versus-them paradigm between management and the workforce. How? Call me…

  • John Bass

    Very interesting, thanks!

  • Morgan Normal

    Great insight, Jacque. It’s troubling to see employee engagement has stagnated, especially when loyalty to your organization and commitment to your job is as important as ever.

    So, in order to change this, managers need to do a few things. First, they need to have regular feedback and coaching sessions with their employees. This helps them to understand who’s on track and who needs a little help. Next, performance needs to be socialized so employees are working on their goals with the help of others. Lastly, and perhaps most importantly, don’t forget to say thank you. Oftentimes, employees aren’t engaged because they don’t see a reason to be. When they feel like their work matters beyond a paycheck, they’ll be more in tune with their goals, their co-workers, and of course, their jobs.

  • http://www.enkata.com/ Enkata

    There’s also a possible connection between employee engagement and the evolving workforce. Millennial employees might not be as willing to stick with a company for their entire career. This doesn’t automatically mean they aren’t engaged while they are there but they might have different expectations for their careers than previous generations of workers.

  • Roger

    I’d support Enkata’s input that a there is a generation effect in this topic. Generation Y is per definition more engaged and committed to a task / team which is not limited to a company boundary. This generation will most likely also seek respect and endorsements outside the company and hence seem to be less committed or engaged within a single company.

    From a European perspective, one should as well consider the very difficult situation in many countries. This doesn’t leave many employees with the confidence that companies are very committed to their employees and as such the social contract between employer and employee does – unfortunately – not hold any longer. To be highly engaged, employees must be able to fully concentrate on the task and not on job retention.