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06/12/2019

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Just throwing something out there.
I do see the benefit of "engaged" employees and the research that shows "engaged" employees are more productive, miss fewer days, fewer safety issues and better understand company strategy seems intuitive. However, speaking from personal experience, a majority of people I know and have worked with don't strike me as necessarily THAT engaged and from REALLY personal experience I don't believe that I am one of those fully-engaged employees. Yet, I am certain that I am productive, have stellar attendance, no safety issues and a have good understanding of company strategy and the role I play in achieving it. Most of the aforementioned people also have and maintain those attributes as well.
So.....maybe we need to better define "engagement" or at least understand the varying degrees of it?

Hi Kent,

Great points all - and I agree that clarity on how we are defining and measuring engagement is important whenever we discuss how the phenomenon impacts performance and work results.

See this Forbes article: https://www.forbes.com/sites/kevinkruse/2012/06/22/employee-engagement-what-and-why/#5a936c447f37

See also Dan Walter's recent Classic post:
https://www.compensationcafe.com/2019/03/cafe-classic-a-lack-of-company-enthusiasm-doesnt-mean-a-lack-of-job-passion.html

Thanks for the comment!

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