ZENgagement: From you to me to us.
Sometimes I get angry when I hear leaders or managers talk about employee engagement as something for employees or “those people” while neglecting or forgetting that they are employees too!
When we are divided or disconnected how can we expect anything different than disengagement.
To be humble is not to make comparsions. Secure in its reality, the self is neither better nor worse, bigger nor smaller, than anything else in the universe. It is nothing, yet at the same time one with everything. ~Dag Hammarskjöld
Photo Credit: this city will squash you by http://flickr.com/photos/mugley/1567333379/
David Zinger
David has a 20/20 vision, even though he is also color blind. He is dedicated to fostering a 20% global increase in employee engagement by the year 2020. Join him in this quest as low levels of engagement are bad for employees, organizations, customers, and the economy.
David -
Most insightful.
I’ve been considering the figures from Gallup and Towers Perrin and Watson Wyatt and others. They all talk of employee engagement, and pretty universally say it’s up to the manager/supervisor.
While they don’t saddle the manager with responsibility to engage the employee, they do say the environment or culture the manager creates encourages (or not!) engagement.
I offer this irony: I’ll wager that the ratio of engagement to disengagement among managers is not that different from the ratio among employees.
And I’m thinking that’s pretty much in line with your seeing division, disconnection, and disengagement as linked.