As I emerge from quite a challenging and busy few months, one of the first blogs I read is about my pet subject – engagment – from Gemma Reucroft, who penned the rather excellent post called The E Word. In it she refers to an article recently published online by HR Magazine entitled “Whose job is employee engagement: HR, CEO or dedicated head of engagement?” Frankly, if we are still asking this question then there is no hope – someone pass me a Stanley Knife….
To the guys who wrote that open letter to The Times, I’d like to say; dudes, engagement is an outcome, nothing more. And most organisations have totally lost sight of that including yours by the looks of it. It’s not a ‘thing’ or an initiative, yet as Gemma points out, most companies treat it like a dog. Whilst the organisations who put their name to the letter might mean well, its like me writing to the Times and pointing out how important it is that I stop biting my nails – Stop pontificating and blaming others, just go fix it.
Ask any large corporate what they spend on ‘engagement’ and they will probably say a very large number, and be able to point to a load of resources and people assigned to this grand topic. BUT ask them how much they spend Trust and see what happens…. tumbleweed.
Engagement is an outcome of things like Trust, Honesty, Authenticity… If these companies want to increase engagement, they should stop wasting time scribing self promoting letters to the editor and instead invest their energies in driving these factors through the business. It’s not rocket science and it ain’t hard. #JFDI.
I will leave you with this rather good image I found on the web, which while im not suggesting should be a manifesto for engagement, is a nice reminder of the basic ingredients needed to build trust.