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Employee Engagement: Do You Have A Clue?

The Cluetrain Manifesto is about the end of business as usual. Conversations matter and human interaction is the key.

The authors present 95 theses about the changes in business. I encourage you to view the slide-show of the 95 theses and think about them in relationship to employee engagement and internal communication and marketing within the organization.

Here are 4 sample theses out of the 95 the authors have created:

3. Conversations among human beings sound human. They are conducted in a human voice.

15. In just a few more years, the current homogenized “voice” of business — the sound of mission statements and brochures — will seem as contrived and artificial as the language of the 18th century French court.

16. Already, companies that speak in the language of the pitch, the dog-and-pony show, are no longer speaking to anyone.

21. Companies need to lighten up and take themselves less seriously. they need to get a sense of humor.

Are you on the cluetrain? Slide into the 95 statements below and determine what you can do to improve employee engagement within your organization.

Comments

  1. David

    Thank you. You are right, the voice I hear in many organizations is what is on slide 69 — “You are not impressing us”

    Our charge as engagement agents is to help leaders regain the faith of their people.

    Stephanie
    http://www.readysetengage.com

  2. Stephanie,
    Ah to regain the faith of the employee, what a novel idea! So true without trust, integrity, faith, authenticity, employee engagement is a flavor of the month with no substance.
    David

  3. I’m currently reading a book that notes that 40% of employees are not engaged at all at work and the challenge that presents leaders for implementing change.

    Outside of connecting the importance of the work to what each employee is doing, companies put people off with all the corporate speak.

    Companies need to treat employees like customers — except the customer experience isn’t that hot anymore either, is it — and connect employees to a real mission and not a mission statement.

  4. Scott:

    Good to hear from Cube Rules!

    Engagement is so slippery to define and measure.

    I sometimes wonder if statistics like that are used to sell programs rather than realistic indicators of actual engagement. I think employees are often more engaged then they are given credit for.

    Having said that I also think there is tremendous potential to see much growth and development in engagement.

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