This week, I join my three collaborators from CommScrum in a robust discussion about the viability of “employee engagement”.
The discussion starts like this:
To be sure, the intentions behind the “employee engagement” movement of recent years were more-or-less honorable, to create working environments where employee participation was appreciated, and to ensure organizations used language that didn’t discourage such participation out of hand.
But as time went on, a prevailing definition for “employee engagement” came to indicate “the discretionary effort contributed by employees,” (as if there was such a thing as “non-discretionary effort” in organizations that benefit neither from slavery nor sleepwalking). Moreover, many in the internal communication industry leapt in as offering “employee engagement solutions” that could help generate extra-special-discretionary effort well beyond that warranted by what their clients were willing to reciprocate with.
The discussion continues in full at: http://bit.ly/8jp99l