• robgarciasj

    can you even measure it if you can’t define it? 

  • http://www.wphebert.com Paul Hebert

    It is because there is no universal definition, measure or intervention that creates the cornucopia of consultants and approaches.  But I don’t think we can ever agree on a definition that makes everyone happy.

    In addition, engagement as practiced today is a one-way street and employees aren’t stupid.  

    Each time a survey comes out, they answer they’re disengaged and the next quarter they get doggie daycare.  Next survey – they rate themselves disengaged and then they get Bobby Flay in the company cafeteria.  Employees are smart – they know that the more they signal they’re disengaged the more the company gives and the more they get. 

    I think we really need to start making this a two-way street and start putting responsibility and accountability on the employees as well as the company.  

  • Jacque Vilet

    Do we have to have a SINGLE definition of employee engagement????   C’mon people.  Define what it means for your OWN company —- stop relying on the over-used “best practices” game.
    And as far as measurement —- I don’t have the answer — but I dismiss employee engagement surveys.  Employees have good days and bad days and some employees have “fun” with lying on surveys.   Frankly I like the old fashioned method of talking to employees —- WOW what a novel idea!

  • http://twitter.com/GregMarcus2 Greg Marcus

    I think employee engagement is the latest flavor of the month of things company try to get something for nothing.  It used to be values – we’ll publish a list of what the company stands for because in search of excellence showed that great companies had a common set of values.  But saying you want to do it is not the same as actually doing it.  Employees are engaged when they are treated with respect, given a say in how they meet objectives and are “treated like people.”  Many companies don’t treat their employees well, and then wonder why the employees are not that into the company.  

  • http://hrhound.com/ Ben Martinez

    Good read.  I see engagement as such a personal tactic between an employee and his/her work.  The more I learn about it, the more I am skeptical of large company wide engagement programs.

  • Steve VanValin, Culturology

    The definition of engagement really doesn’t matter.  What matters is that you see the fruit of engagement in terms of creativity, productivity, respect, and collaboration.  Organizations would be so much better off taking half of what they pay to measure engagement every year, and investing it into developing leaders so they lead progress on meaningful and serve as catalysts to their teammates.  This is where engagement is won or lost no matter how you define it. 

    • GeddyLee

      I think you mean progress on meaningful WORK. But yes, I agree with you.