Right Fit Leading: Focus on Engagement

Let us talk about engagement. A common misunderstanding focuses on whether and how much engagement is involved. A 2012 study concerning engagement (Stillman, 2012) illustrates the great disagreement in the way leaders and their employees view engagement. In this study, CEOs, employees, and human resources professionals each answered questions about how they view their company in terms of engagement. The answers are very different in each group.

More than half of the CEOs surveyed believe that spontaneous feedback, or engagement, happens frequently in their organization. Also, more than 60 percent of employees cited a preference for immediate feedback, or engagement. However, less than 25 percent said it is something they receive. Additionally, just 11 percent of the human resources people surveyed believed that employees receive immediate feedback. Finally, leaders, employees, and human resources professionals differed greatly on the existence of and frequency of recognition.

Because these three groups view feedback differently, we must reconsider our understanding of engagement. Yes, engagement is a powerful tool. Engagement requires communicating to achieve shared understanding. Engagement can also suggest policy or procedure adjustments once we identify an issue. The goal for leaders is that they practice and pursue engagement to achieve that shared understanding.

Do you engage on a regular basis?

Stillman, J. (2012). Do Bosses and Employees See Eye to Eye on Anything? Inc.com. Retrieved from https://www.inc.com/jessica-stillman/do-bosses-and-employee-see-eye-to-eye-on-anything.html