She furrowed her brow and challenged our use of the term. And that’s when things got interesting.
Or maybe that’s when things got accurate. Historically accurate. Holistically accurate. Painfully accurate.
“Why are we using that word? When employees meet each other in the hallway, do they ask each other ‘Are you engaged today?'”
All of us on the panel shook our heads and smiled. She continued, “No, they don’t. What we’re really talking about is improving individual and organizational energy, drive and focus.”
We all nodded.
The “she” in this story is Marcia Conner, collaborative learning thought leader, author and Principal of the SensifyGroup. She was one of five panelists at a very special “live” #TChat roundtable in a jam-packed Peoplefluent booth at this year’s HR Technology Conference & Exposition in Las Vegas. (And by the way, thank you, Peoplefluent for hosting the event!) Others on this stellar panel included:
- Steve Melamed, Senior Director, HR Organizational Effectiveness & Operations, Avaya
- Mark Berry, VP, People Insights, ConAgra Foods
- Tony Loyd, VP, Organization & Team Effectiveness, Buffalo Wild Wings
- Jessica Miller-Merrell, SPHR, Author & CEO of Xceptional HR
Employee Engagement: Why Should We Care?
My TalentCulture co-founder Meghan M. Biro and I gathered this panel of smart HR executives and industry influencers to look closer at
employee engagement employee energy, drive and focus, which has become the holy grail of HR and business leaders, through every aspect of the talent lifecycle — from recruiting and onboarding, to continuous development and performance management.
Again we ask the question: Why? And why so much fuss over something so seemingly out of HR’s control? We’ve seen the dismal research results for years. We keep sharing industry jargon surrounding this issue. And yet most initiatives designed to improve the status quo haven’t moved the needle much, if at all.
Engagement — energy — whatever you choose to call it — is a problem that isn’t going away anytime soon. Nor is it likely to be resolved without continued awareness and dedicated effort. But there’s a lot at stake for those who crack the code, and that’s why the smartest employers remain focused on finding solutions.
So we shouldn’t be surprised that employee engagement is a top priority for all three of the practitioners on our panel. They recognize that emotionally connected individuals simply perform better, day to day. In turn, this increases productivity, improves performance, reduces attrition and boosts overall business results.
Employee Engagement: What Matters Most?
But clearly the best answers won’t come from a one-size-fits-all approach. We know that more emotionally committed employees invest more discretionary effort at work — and some individuals are more committed than others. It’s always been that way. A myriad of variables determine commitment. But if employers pay attention to the most important factors, perhaps commitment (and by association, energy, drive and focus) will improve. That’s the goal.
All three of the practitioners on the panel shared examples of how they’re addressing key factors to influence engagement levels across their organizations. The initiatives range from community building, to culture immersion (at Buffalo Wild Wings, one restaurant at a time), to coaching and mentoring, to performance-specific rewards and recognition, to highly configurable collaborative communication platforms.
None of these ideas were lost on the TalentCulture community, as the #TChat Twitter stream lit up with questions and comments throughout the live discussion. It was truly an engaging meeting of the minds.
And that’s when Meghan and I suggested we focus all of that energy and drive into one grand, collective #TChat hug. A figurative hug of course — but a group hug nonetheless. C’mon, bring it in…