Is it just me, or is the term “employee engagement” rapidly becoming a buzzword – popular as workplace window dressing, and perhaps sexy to say, but lacking in substance? If so, I think it would be a mistake to let the spin doctors snatch it without a good fight. After all, there’s plenty of industrial-strength ammo available for a winning battle.

For example, hundreds of talent-minded professionals came together yesterday for a #TChat session focused on the  “what, why and how” of employee engagement. The quantity and quality of interactions demonstrated significant depth, meaning and conviction surrounding this concept. Ideas were both grounded and inspiring – far from buzzword territory. (To see event highlights, watch the Storify slideshow at the end of this post.)

Engagement By The Numbers

But #TChat-ters aren’t the only ones who care about engagement. In a recent Aberdeen Group survey of 1300 global business leaders, employee engagement emerged as one of the top five business priorities. That really shouldn’t be a surprise. After all, engaged employees are productive employees – and productive employees drive business performance.

So, we know that company leaders think engagement counts. But that raises two related questions:

1) Is the term “engagement” universally understood? In a word, no. And that’s a problem, as TalentCulture’s Meghan Biro indicated in a recent Forbes commentary, outlining the “5 Whys” of Employee Engagement.

2) Just how engaged are today’s employees? Actually, the level is “dangerously low,” according to Aberdeen Group’s 2012 benchmark report, The Rules of Employee Engagement. How low? Here’s a reality check:

At best-in-class companies, 72% of employees rate themselves as “highly engaged.” That means, even under the best conditions, almost 30% of the workforce IS NOT highly engaged.

What To Do?

Clearly, there’s room for improvement. That’s where advice from the #TChat archives can help! Taste some of the tidbits I saw in the mix. Then for a deeper dive, check out the Storify slideshow below for full highlights. You’ll walk away with better understanding of engagement’s business value. And you might discover some useful “how to” advice along the way.

“Engagement is 11 words: ‘What do you think?’ ‘How can I help.’ ‘I trust you.'” @ValaAfshar 

“Trust = two simple words: Allow failure (or forgive failure)” @TomBolt

“…Allow failure (or forgive failure)…As long as there’s growth.” @KevinWGrossman

“Engagement is a global measure. How we do it is individualized. That’s why mgrs are CRITICAL to engagement.” @IncentIntel

“What is NOT engagement? Suggestion boxes, faceless surveys and once-per-year reviews.” @YouTernMark

“I’m not a huge fan of engagement surveys. They are mostly wasted exercise because no real study or follow through.” @afraymond

“Engagement is intellectual, emotional and physical.” @ReCenterMoment

“Engaged leaders pick up the phone when members of their teams call.” @brentskinner

“Engagement is tougher w/distributed teams. Social tools help, but we can’t rely on ‘engagement by osmosis’ anymore” @TalemetryJen

“Engagement=degree to which employees feel invested in & aligned with THEIR day-to-day experience as part of the organization.” @JsarahwatsHR

That’s #TChat. Collective insights from some of the best minds in the talent and HR community – all in one place. Freely available for the taking. The lights are always on at TalentCulture.com, so come on back whenever you need another engagement fix!

Let’s Keep The Conversation Alive

If you joined last night’s forum, which ideas mattered most to you? How will you apply them? Add comments below — or if you blog about engagement let us know by posting a Twitter link with the #TChat hashtag. We’d like to share your ideas with the TalentCulture community here and via @TalentCulture.

Coming Up on #TChat

Join us next week (Wednesday at 7pmET/4pmPT), as we continue to explore the “World of Work.” Look for a full preview next Monday via @TalentCulture and #TChat. Thanks again for your interest and your contributions!

Photo credit: Ross James Parker via Flickr

 

[javascript src=”//storify.com/TalentCulture/tchat-insights-employee-engagement-or-lack-thereo.js?template=slideshow”]

#TChat INSIGHTS: Employee Engagement or Lack Thereof?

Storified by TalentCulture · Wed, Oct 17 2012 23:49:02

My coffee is ready for #tchat http://pic.twitter.com/mTbA5We6gingerconsult
@MeghanMBiro here’s one I took a while ago while trying to work on a research paper. Yum! Margarita! #tchat http://pic.twitter.com/QZ3kLMfGsterling_amanda
#TChat one of my favorite team pics! http://pic.twitter.com/LtAmbYXpMZProhov
Q1: We hear so much about lack of #employeeengagement but what exactly is “engagement” and why? #TChatMeghan M. Biro
A1 Some people simply show up to a job and some jump in to do the work.It’s not all up to positional leaders #tchat We all can lead!Susan Mazza
#tchat A1. engagement is the weak sibling to empowerment.Mary Ann Reilly
A1: Positive contributors to org success,Motivation about the goals, and morally purposeful #TChatNissrine Ghannoum
A1 It may begin w/toxic leadership (what a term!), but engagement is an iterative cycle, can be broken @ many pts. #TChatMiriam Brosseau
A1: Empowerment drives engagement. Great things are possible when everyone is accountable to get things done #tchatAlli Polin
A1. Engagement is talent without training wheels #tchatSalima Nathoo
A1: Engagement happens when the employee and corp have a relationship where both work for each other’s future. #TChatJanis Stacy
A1 Engagement> hierarchy and stuffiness makes for poor engagement. More openess can make work fun & more efficient #TChatEnzo Guardino
A1. Engagement is the motivation to perform and the safety to express ones true self at work #tchatAmanda Sterling
A1: engagement is employee buy in. If they have not bought into the mission/vision…it will be difficult to retain or train them #TChatStewart Pratt
@MeghanMBiro A1. Engagement is people from all levels of an organization interacting and being invested in success. #TChatJason Ebbing
A1: I would define #employeeengagement as aligned organizational purpose: transparent, empowered & measurable. #TchatDavid Kovacovich
A1: Engagement is showing up fully in mind, body and spirit, bringing the best of you to your work #tchatSusan Mazza
A1 Disengagement is ultimately damaging to the ees and the organization. #TChatMarla Gottschalk PhD
A1: Engagement is part immersion & part influence. Employees feel a part of what’s going on, but can also affect what goes on. #tchatTL Frasqueri-Molina
A1. I am glad to hear engagement discussed/considered in the work place, another aspect of the real world we need to educate stds on #tchatGuy Davis
A1: Engaged employees act as if they started your company. #tchatBrent Skinner
a1. Engagement begins inside #tchatMichael Clark
A1 Employee engagement happens when businesses realize that co’s are people; some orgs take longer than others to realize #tchatClaire Crossley
A1: Engaged is being invested in the outcome for the sake of the org’s/team’s success not just for personal gain #tchatSusan Mazza
A1: Employee engagement is basically whether they give a damn or want to go home. Whether their efforts feel worth it. #tchatLisa Haggis
A1 Engaged employees care about other employees and the company they work for. #tchatAl Smith
A1 engagement is treating people like grownups and expecting them to treat you the same #TChatPaul Hebert
A1. Engaged employees feel valued and critical to an organization. #tchatTerri Klass
A1 Engagement is an emotional, values-based alignment. #tchatStephen Abbott
A1) Engagement = community #tchatnancyrubin
A1: Often there is an engagement gap because employees do not understand objectives, or the why behind what they are doing #tchatIrene Becker
A1: We’ve all been insanely busy, but not wanting to be there. #Engagement’s that, but interacting & wanting to be there. #tchatBrent Skinner
A1: Engagement makes people want to hold themselves accountable to being and doing their best #tchatAlli Polin
A1: Engaged employees care just as much about the outcome of the organization as you do. #TChatSpark Hire
A1: Engagement is giving our full attention to our teams and our employees #tchatJen Olney
A1: Engaged by heart&Mind:Loyalty, Saying good things about the org,Striving Innovation,Commitment to quality mission,Motivation #TChatNissrine Ghannoum
A1. Engagement means an alignment with employees feeling authentically connected to an org and its values. #tchatTerri Klass
A1: You’re paying attention, and you’re enjoying that. #tchatBrent Skinner
A1. Great question..its the process of keeping workers connected to the org’s goals, mission and vision. #tchatChris Fields
@JsarahwatsHRA1. Engagement=degree to which employees feel invested in & aligned with THEIR day-to-day experience as part of the .. #TchatSai Krishna D.
#tchat A1 Employee engagement is also about enabling everyone to love their mission enough to play an active role in it.Bruno Coelho
A1: Engagement is allowing others to have a voice, creativity and freedom of expression, and giving them permission to crush it! #tchatSusan Avello
A1 EE demonstrates via behavior, performance & attitude:desire-loyalty-excitement-interest-passion-commitment-enthusiasm 4 job/career #TChatDonna Rogers, SPHR
A1: Meaning I dig my work, my crew and even the mother ship. I’m all in (or mostly). #tchatKevin W. Grossman
a1. Forget professional, personal, internal, external; just engage. #tchatMichael Clark
A1: Employees understanding how their particular task affects the outcome of the business, and keeping them excited about it. #tchatJoshua Barger
#tchat A1 if you truly work as a team each member is so engaged each day or project a different member may emerge as the leader.Sage Bramhall
A1. with college students engagement means activity beyond the classroom, working on campus, volunteering, student orgs, tutoring etc #tchatGuy Davis
A1: Someone who is engaged cares and shows it in everything they do as well as their way of being with others #tchatSusan Mazza
A1 – knowing why i’m here and being able to make an impact #TChatPaul Hebert
A1 Engagement is a people strategy that keeps the right employees engaged in the right position for the long haul #TChatLeAnna J. Carey
A1 Too much focus on buy-in for vision/mission & not enuf on ppl’s daily experience. Engagmnt a daily battle, not 1-time sales pitch #TchatJane Watson
A1: Engagement is connection & passion for the work & org that make people want to go the extra mile #tchatAlli Polin
A1 Engagement is an emotional commitment to your work – #TChatMarla Gottschalk PhD
A1: engagement is going beyond- a feeling of empowerment and pride in what one does. Fuels passion and curiosity #tchatMegan Rene Burkett
A1. intrinsic employee motivation, loyalty and promotion. The higher the engagement the more an ee becomes a magnet for talent #tchatJen PhillipsKirkwood
A1. Engagement=degree to which employees feel invested in & aligned with THEIR day-to-day experience as part of the organization #TchatJane Watson
#tchat A1 Employee engagement is about everyone knowing the reason why they exist and why does it matter.Bruno Coelho
A1: a way to manage talent retention, hold off attrition and boost productivity and job satisfaction << SMILES? #TChatMeghan M. Biro
A1: An engaged
employee is passionate, involved in, and knowledgeable about the business – inside and out of their own realm #tchatJoshua Barger
A1 Engagement is a soft word – many meanings – dependent on context – too easy to gloss over real meaning #TChatPaul Hebert
A1: Engagement is the intangible desire to go “above and beyond” for your work #TChatAlex Raymond
A1: Engaged leaders pick up the phone when members of their teams call. #TChatBrent Skinner
Q2: Is it simply toxic #leadership that affects culture and engagement, or more than that? #TChatMeghan M. Biro
A2 Two kinds of contract: Employment and Psychological. When Psych contract gets broken engagement tanks. #tchatKeith Punches
A2: Hiring ppl that aren’t passionate about what they do, and what you do, affects engagement for all – whether they’re mgmt or not. #tchatBright.com
A2 the trad construct of jobs that separates ppl into “boxes” is antithetical to engaging-shift focus to what connects vs. separates #tchatSusan Mazza
A2: Toxic leaders are usually just lazy. Positive, motivated leaders are not toxic by default #tchatTamera RousseauVesta
a2 It goes beyond toxic leadership. Right people for the right job. Keeping people engaged. Work that is rewarding. #tchatShawn LaCroix
a2. Look people in the eye and communicate. #tchatMichael Clark
A2: It’s not the title that leads, it’s the person and if you are in a position to influence with toxic behavior you spread others #tchatJen Olney
A2: Toxic leaders come in several varieties. The leaders themselves might be the disengaged ones. #tchatBrent Skinner
A2: Folks making it sound like employees are un-empowered, scaredy cats. Toxic leaders are devastating if we let them be. #tchatTL Frasqueri-Molina
a2. Stop trying to tell people not be negative. #tchatMichael Clark
A2 So how hard is it to say – “You matter” – #TChatMarla Gottschalk PhD
A2: Engagement happens in the trenches. Great leaders empower transparency – others stay out of the way and let culture form #tchatDavid Kovacovich
a2. Dear leadership: Please be open and honest, tell employees the truth #tchatMichael Clark
A2. Toxic leaders should be banned from organizations. #tchatTerri Klass
A2—Orgs are as problematic/awesome as their people—but toxic #leadership can spread disease like dirty water if everyone drinks. #TChat (RP)Shawna Kelly
A2 It’s a lack of ability and/or commitment to make sure people know how and why they matter HERE AND NOW #tchatSusan Mazza
A2: When people are connected to clients, colleagues, inspiring work – the damage from a toxic leader is less but not gone #tchatAlli Polin
A2. No, that no the only thing…internal and external forces are kill engagement…hiring practices and compensation packages .#tchatChris Fields
A2 Leaders of culture selfless, they acknowledge that it doesn’t matter who gets the credit, and teach this to their followers. #tchatMark Clements
A2 Toxicity needs to be neutralized at the training stage otherwise the venom grows stronger with age #TChatEnzo Guardino
A2: Toxic leaders breed toxic cultures. #tchatJen Olney
A2: Toxic #leadership isn’t the only thing which affects culture & engagement but may be enough for killing both. #TChatJanis Stacy
a2. People must learn how to transform toxicity into enhanced engagement, performance and productivity. #tchatMichael Clark
A2 In toxic environments, it’s impossible to challenge orthodoxies – which is a characteristic of healthy organizations #TChatLeAnna J. Carey
A2: The rotten apple in the barrel syndrome. One toxic leader among other leaders can bring the org down. #TChatTom Bolt
A2. Trickle down effect. If the leader cannot even be engaged or positive, how can employees? Lead by example. #TchatLexie Forman Ortiz
A2: A toxic culture is more devastating than a toxic leader. The nearer to the top of the org chart the more harmful to engagement. #TChatTom Bolt
A2. we look up to leaders, it’s never a good sign if your leader isn’t engaged. it’s all about the energy #tchatAshley Lauren Perez
A2 I believe it’s more, you can have great leadership but despite that, a team & peers that suck the life out of you #tchatClaire Crossley
A2: No way! You can make toxic hires too. Used to run large call center. Only takes a few to infect others w/ sinister attitudes. #TChatStephen Van Vreede
A2 A lack of alignment with engagement, organizationally, as well. Rewards, etc. #TChatMarla Gottschalk PhD
A2: Toxic “employeeship” sometimes causes the lack of #engagement. #tchatBrent Skinner
A2: One good leader can’t fix culture and engagement on their own. They need cooperation within the org for any change to stick #tchatRebecca Jo Luke
A2: Any number of factors can break down engagement in the ecosystem that is your culture. Leadership is a big one. #tchatLisa Haggis
A2: I’ve seen how a group of committed, engaged employees overcome toxic leader, so it’s just not the leadership that is influential #tchatTL Frasqueri-Molina
a2. Typically, the higher you climb in an organization, the less likely you are to think you’re wrong about anything. #tchatMichael Clark
A2: Toxic leadership hurts but so does lack of career path, unclear vision, lack of community… #tchatAlli Polin
A2: The expectations of excellence and commitment start at the top #tchatJen Olney
A2. I do think we can have idealized, unrealistic view of engagement. Not possible for everyone, everyday to be engaged. TPS reports? #TchatJane Watson
A2. #Leadership can affect culture but so can toxic employees, I have seen both #tchatGuy Davis
A2: Toxic leaders can certainly derail engagement and the company as a whole, but even good leaders can have disengaged employees. #tchatSabrina Baker
A2: Toxic leadership is the #1 problem in business. Gr8 cultures can’t exist within such environments. #TChatJohn R. Bell
A2: it’s self awareness, it’s being a fit- alignment with the role and culture, it’s stimulating dialogue. Many factors in ee #tchatMegan Rene Burkett
A2 Either toxic leadership, or weak leadership that allows toxic activity within the organization. Either way, it’s about leadership. #tchatStephen Abbott
A2: Toxicity can leech into our engagement supply from all over the frickin’ place. #tchatKevin W. Grossman
A2: It’s toxicity at all, regardless of where it comes from – leadership or folks on the line – we’re all a part of the ecosystem #tchatTL Frasqueri-Molina
A2: The top leaders set the tone and their level of engagement is palatable throughout their organizations. #tchatJen Olney
A2. it plays a part, especially if leadership kills any chances for employees to be engaged on their own #tchatAshley Lauren Perez
a2. I call employee break rooms toxic waste dumps #tchatMichael Clark
a2. Every person must become responsible for toxic words, emotional states and reactions. #tchatMichael Clark
A2. Definitely a big factor, but org structural issues (excess bureaucracy, limited communication/collaboration) major culprits too #TchatJane Watson
A2: Everything moves from the top down. Toxic leaders derail engagement, but ther are other factors also. #tchatIrene Becker
A2: Toxic leadership / toxic coworkers can shrivel employee engagement. If it isn’t pleasant, nobody’s gonna be excited 2 b there! #tchatDawn Rasmussen
A2 engagement is a choice – not a reaction #TChatPaul Hebert
#tchat A2 Leadership is the one thing that affects everything. Leaders help answer the question: why should I put my Heart+Soul into this?Bruno Coelho
A2 leadership only one part of culture- other part is the empls – they have responsibilit
y too #TChatPaul Hebert
A2: Toxic leadership is definitely a huge contributor, as leaders set the tone, but EE apathy can make it spiral out of control #tchatJoshua Barger
A2 Two kinds of contract: Employment and Psychological. When Psych contract gets broken engagement tanks. #tchatKeith Punches
A2 Broken unspoken employment contract between comps and ees created the prob IMHO #TChatPaul Hebert
Q3 Are stretch assignments and risk-taking important to employee engagement? Why or why not? #TChatMeghan M. Biro
@MeghanMBiro #tchat A3: idle hands are the devils playgroundBurke Allen
A3. May depend on who you are classing as employees – all those who work on behalf of an org, or just those on the perm payroll? #tchatBelinda Johnson
A3 if you are there 40+ hours a week you might as well do a good job and help others #tchatShawn LaCroix
A3. Choose stretch assignments in partnership with employee and boss. #tchatTerri Klass
A3: The nine box model has room for risk takers & stretchers but still embraces others that are engaged & contributing #tchatAlli Polin
A3: Yes -your top employees want to continue to grow & it’s to your business’ benefit to let them. Calculated risks are a good thing. #tchatBright.com
A3 Stretchable = Flexible. Employees are like reeds in the wind just don’t blow too hard #tchatEnzo Guardino
A3: Blocking Social Media at work shows lack of trust, = a HUGE engagement killer! It can be so powerful in workplace! #tchatSusan Avello
a3. Engagement and growth are two sides of the same experience #tchatMichael Clark
A3. Stretch assignments made me a better pro, but I have supervised people that could handle nothing beyond the formal job descp, sad #tchatGuy Davis
A3: There is a need to celebrate even small wins, while also modeling and teaching the skill of failing fwd #tchatIrene Becker
A3 Not everyone wants “enriched” work – and that’s ok. #TChatMarla Gottschalk PhD
A3 Yes! Helps gives employees a sense of ownership & builds trust. Employers can see employees full potential as well. #TChatAmy Do
A3 but it’s balance. Do you really WANT to build a cadre of Entrepreneurs? Better lock your IP down (some would say) #tchatKeith Punches
A3 Risk taking is key to growth personally & organizationally – equipping employees w/skills results in engagement #TChatLeAnna J. Carey
A3 stretch goals require a partnership between the person asking and the person doing – when both engage success is inevitable #tChatSusan Mazza
A3: engaging organizational initiatives start with a person and a belief in positive change. No one cares if no one tries. #tchatDavid Kovacovich
A3. Stagnation leads to disengagement. #tchatTerri Klass
A3: Absolutely, challenges at work are an excellent vehicle for personal & professional growth #TChatSean Charles
A3 What doesn’t bend, breaks. (To quote Ani in an unexpected setting…) #TChatMiriam Brosseau
a3. If an employee does not feel like they can stretch and grow, they’re gone. #tchatMichael Clark
A3 if you’re not growing you’re……………………………….. #tchatKeith Punches
A3: A “stretch” assignment would need to mean that you know the #strengths + abilities of your folks. Important thing to remember. #TChatAndrew Henck
A3: Stretch assignments won’t spark a *culture* of engagement org-wide, but they might engage one disengaged employee. #tchatBrent Skinner
A3 How do you find the right stretch assignment for you or your ees? #TChatMarla Gottschalk PhD
A3: Let employees show us what they can do instead of assuming they’re not ready or able #tchatAlli Polin
A3 “stretches” will be viewed with disdain if failures outnumber successes #tchatSteve
A3 stretch assignments are a great way to hold people accountable for being and doing their best #tchat ppl doing great work are engagedSusan Mazza
A3: They’re important to a) employee development which is important to b) employee engagement. If no a), then fire b). #tchatKevin W. Grossman
A3. Risk taking can be just what the doctor ordered if an individual and their boss partner together. #tchatTerri Klass
A3 stretch assignments are first and foremost opportunities to make the entire company better #tchatSteve
A3: it depends on the employee and what is going to help each individual get the best results. #TChatSpark Hire
A3. A stretch assignment helps talent grow into their leadership skin. #tchatSalima Nathoo
A3 It’s always very positive to find out that you can do (be) way more than you ever thought possible ~ stretch & risk > #tchatCASUDI
A3 Huge believer in the stretch assignment – how else to you challenge what you have “under the hood”? #TChatMarla Gottschalk PhD
A3 if I’m not challenged it’s not a good day. #tchatKeith Punches
A3: Risk taking is important in cultures where failure is accepted… otherwise, fear will rule & engagement even lower #tchatAlli Polin
A3: Employees who want to be challenged will accept it, but careful not to impose the assignments – they have to be willing to engage #tchatJen Olney
A3. Stretch assignments can really motivate people to perform at a higher level and grow in their career. #tchatTerri Klass
A3 Any org culture that is focused on learning + growth will encourage + equip folks to take risks (new role/project/etc.). #TChatAndrew Henck
A3. playing it safe is not progression. we are human- we progress. our needs to be engaged change. we need to risk to discover. #tchatAshley Lauren Perez
A3. Yes, in that they’re features of orgs that trust employees, are not overly rigid, place value on employee learning & innovation #TchatJane Watson
A3: Challenging employees to go outside of their comfort zone increases engagement but not tossing in the deep end of the pool 2 swim #TChatTom Bolt
A3: Stretch assignments and risk taking are important for some, not others but does let mgmt know the character of the employee! #TChatJanis Stacy
A3: YES! Employees want to be challenged and grow. Nobody likes dead ends #tchatAlli Polin
A3 Stretching employees that are willing and eager to develop is fantastic. The challenge is stretching complacent employees #tchatShawn LaCroix
A3 risk taking is required for learning and growth – seeing progress is #1 thing for engagement #TChatPaul Hebert
A3: IMO it’s a good indicator of engagement if an EE is willing to go outside their comfort zone for what they believe (the company) #tchatJoshua Barger
A3 stretch assignments signal trust and value #TChatPaul Hebert
Q4: What can employees do to improve their own mindful engagement investment? What about leaders? #TChat #TChatMark Babbitt
A4 want to mindfully engage? get CURIOUS, especially about the people you work with — they are always so much more than u see.#tchatSusan Mazza
a4. Do you know how to show love for someone in a professional manner? #tchatMichael Clark
A4: In addition to offering suggestions outside of your area, taking the initiative and being involved in the project #tchatJoshua Barger
a4. People easily engage with people that care. #tchatMichael Clark
A4: Approach your leader as if he or she is partially a partner. Good leaders will welcome this. #tchatBrent Skinner
a4. Listening demands internal silence. Do you know how to stop thoughts? #tchatMichael Clark
A4: Message to Leaders (especially CEOs): Like life, there’s more to business than just making money. #TchatJohn R. Bell
A4 employees can choose to do work that they enjoy and that matters to them to begin with – don;t just settle for a job #tchatSusan Mazza
A4. constantly ask ma
nagers about opportunities to learn/shadow. They can point you in the right direction #tchatAshley Lauren Perez
A4. leaders need to communicate openly and honestly, the single mom with 3 kids may be as engaged as she can at that point in time #tchatGuy Davis
A4: Leaders must lead from within. …within the team, not outside it. #tchatBrent Skinner
a4. Consciously engage moment-to-moment, day-to-day, week-to-week, year-to-year life-long #tchatMichael Clark
Amen! “@SocialMediaSean: A4: Avoid workplace drama at all costs and invest time in positive relationships #TChat”Miriam Brosseau
A4 it’s easier if you OWN your piece of the process. Find ways to improve it, tinker with doing things better. “Polish your Peace”.. #tchatKeith Punches
A4. don’t let anyone make you feel like you feel like you are stuck. fight to grow and learn- everyday #tchatAshley Lauren Perez
A4: Leaders need to lose the “my way or the highway” mentality & employees need to let their voices be heard #tchatAlli Polin
a4. Learn, practice and experience power tools and real-time strategies for transforming engagement . #tchatMichael Clark
A4 technique: List your EOY goals so you can see them every day and write down each day’s progress towards these #GrowthChart #tchatSteve
A4: Offer solutions not just complaints #tchatJen Olney
A4 Listen. Actively listen. #TchatAmy Do
A4. Keep an open mind and heart. #tchatTerri Klass
A4: Employees can continue their education/learn new skills. Leaders can help them put that to use. #tchatBright.com
A4: Be a 360 degree leader – extend beyond your official title. #tchatKathy Herndon, GPHR
A4: Employees can drive results. Share ideas & solutions. Seek out opportunities. Does require strong #leadership to support #tchatErin Colleen Goodell
A4 Invest in yourself (leader or employee) by continually Learning. #tchatCASUDI
A4. First step for employees is to access if they are in the right position 4growth-if not, seek stretch position #TChatLeAnna J. Carey
A4: Be the wind beneath the wings of the team. Communicate with ALL. Sometimes the cheerleader is responsible for points scored. #tchatBeverly Davis
a4. Effective engagement does not happen by accident or good intentions #tchatMichael Clark
A4: Avoid workplace drama at all costs and invest time in positive relationships #TChatSean Charles
A4. Leaders need to set tone – ask people for their opinions (& listen to what they say); be open to alternate ways of reaching goals #TchatJane Watson
a4. Physical engagement: transforming negative reactions into creative choices, reducing stress and enhancing well being. #tchatMichael Clark
A4. take initiative. try to learn more about the company other than what their role restricts them to. network, innovate, grow. #tchatAshley Lauren Perez
#tchat A4 Just because you’re an employee doesn’t mean you’re not a leader. Who’s leading your Life? Use everything to become ALL you can beBruno Coelho
A4 at some level all employees have to think like consultants-ask “why?” often, practice #LateralThinking, spend time with customers #tchatSteve
A4. Expect more of yourself and meet it before scheduling a meeting with your manager to transfer responsibility. #tchatSalima Nathoo
a4. Emotional engagement: improving how we experience, manage, transform and communicate emotional states. #tchatMichael Clark
A4: Leaders need to ask more questions and wait for answers before filling the silence #tchatAlli Polin
A4: See question #3 — stretch assignments and risk taking. #tchatKevin W. Grossman
A4 employees Be open minded. Leaders should ask questions and listen. A lot. #tchatAl Smith
a4. Intellectual engagement: improving how we think and speak. #tchatMichael Clark
A4: Take accountability for their work,pride in their own individual leadership w/in and be willing to step up when the time presents #tchatJen Olney
a4. Everyone can learn how to effectively engage intellectually, emotionally and physically #tchatMichael Clark
A4 Open up the “engagement” conversation with yourself (then your boss.) #TChatMarla Gottschalk PhD
A4 communicate, communicate, communicate #TChatPaul Hebert
A4: Make the time for relationships & communication – not just cranking out the work #tchatAlli Polin
A4 if toxic environment shift focus away from pleasing management to just doing the best job YOU can do. #tchatKeith Punches
A4. Leaders need to encourage continual learning for their teams to feel engaged. #tchatTerri Klass
A4. Employees should explore how their role fits into larger org; seek out expert colleagues & learn from them; shake up routine! #TchatJane Watson
A4: Question status quo, be respectful, offer alternatives. #TChatTom Bolt
A4: Focus on personal development regardless of work culture #tchatKathy Herndon, GPHR
A4) Form a support group or start a twitter chat (just kidding….I think) #tchatnancyrubin
A4 take an active role in career and job planning – not wait for reviews and mgrs to tell what to do #TChatPaul Hebert
A4 look at your paycheck…look at the unemployment numbers…look in the mirror #tchatSteve
A4 decide what they want – what they like – where they want to be #TChatPaul Hebert
A4: Practice mindfulness before heading to work. Yes, really. #tchatBrent Skinner
A4. Employees must see learning and growing as a way of work life. #tchatTerri Klass
A4: Asking good questions is a sign of mindful engagement. #TChatAndrew Henck
A4: Employees and leaders are not always different people 🙂 #tchatTL Frasqueri-Molina
A4: Keep lines of communication open. For ideas to be heard you have to listen first… Two way street. #TChatTom Bolt
Q5: How can technology facilitate and improve employee engagement? How can it hurt? #TChat #TChatMark Babbitt
A5: Without tech, there’d be no #TChat. But there’d still be a world of work. :-)Brent Skinner
A5: For this Engineer, Technology IS the biggest reason to be engaged at work! #TChatJanis Stacy
Precisely! @TerriKlass A5. We need to use both technology and relationship building side by side to engage. #tchatErin Colleen Goodell
A5 At this moment I’m using tech as a tool to engage. Love it. Feel connected, free to share. Tech can enhance connection, commitment #tchatExpertus
a5. People detest change and cling to comfort zones, tech is a brave new world changing by the second. #tchatMichael Clark
a5. People are more afraid of being social than understanding how to integrate tech. #tchatMichael Clark
#TChat a5: tech can limit engagement too- leaving some employees feeling overwhelmed and silencedMegan Rene Burkett
A5 Need to use the tool that fits the job- social media, tangible tech, f2f. We have them all at our disposal, must use wisely. #TChatMiriam Brosseau
A5: Saw some Yammer success stories. In my old org? It was quiet… silent… except for HR/Mktg >no engament #tchatAlli Polin
A5: Technology helps geographically dispersed teams remain engaged. That’s all I got on this one tonight. 🙁 #tchatBrent Skinner
A5 I would MUCH rather have a Fireside or Brown Bag Chat with the CEO than a tech solution. #tchatKeith Punches
When your attention goes to the technology not the people using the technology = watch out ~ A5 #tchatCASUDI
A5 focus on increasing connection and meaning reagardless of the tool or medium – high tech can be high touch too #tchatSusan Mazza
A5.w/o tech i’d feel like i was on an island- we even have contests (this week will be pumpkin carving)-we post pics on internal site #tchatAshley Lauren Perez< /div>

a5. Organizations will have to create culture and space for employees to fail and learn with customers in real-time #tchatMichael Clark
A5 Technology keeps people networked even across great distances but nothing beats eye to eye think tanking…which engagement needs #tchatEnzo Guardino
A5: a) Transparency b) Transparency ~ Careful technology is a loaded weapon #TChatSean Charles
A5 Technology allows employees near and far to connect. Downfall – focus can be lost when face-to-face due to multi-tasking. #tchatAmy Do
a5. How to effectively engage real-time via teach cannot be taught in an online course, manual or book. #tchatMichael Clark
A5: Tech should not be a place where ideas grow until leaders weigh in & brainstorming dies #tchatAlli Polin
a5. Organizations must train employees how to successfully engage customers real-time, a tremendous challenge. #tchatMichael Clark
A5. We need to use both technology and relationship building side by side to engage. #tchatTerri Klass
A5. Then there’s the ‘Engagement survey’ – can technology, data analysis make it more valuable; impactful to engagement initiatives? #TchatJane Watson
a5. Engaging via tech is a subtle art that is difficult for even the best communicators. #tchatMichael Clark
A5: My org is HUGE! But employees use Yammer to share stories, crowd source solutions – connecting like that using tech is amazing. #tchatTL Frasqueri-Molina
A5. tech helps my company communicate/stay engaged/be involved since most of us work from remote locations #tchatAshley Lauren Perez
A5 TECH Helps w scope & speed (tools) of comm & collab BUT does not replace IRL ~ if U think it does = HURT #tchatCASUDI
#tchat A5 some will use it a a vehicle to learn and produce. Someone very shy may find it easier to engage through technology but can’t hideSage Bramhall
A5: Low tech works miracles too. Remember the handshake and press the flesh. #TChatTom Bolt
A5 There are some great platforms that help facilitate, profile sharing & team building out there. (Jostle) #TChatMarla Gottschalk PhD
A5. tech can present engagement opporunities in a non-threatening way, but can also be impersonal #tchatGuy Davis
A5: Real-time collaboration & building on ideas enhances engagement through tech or not #tchatAlli Polin
a5. People face tremendous challenges communicating IRL, much less engaging via tech #tchatMichael Clark
A5: Technology can be a gr8 (tool)
A5 Used well it can connect, support knowledge sharing, collaboration. Used poorly, it can further insulate employees from each other #TchatJane Watson
A5: Tech offers tools—they only build #engagement as much as leaders/empls are willing to use them to connect, share info & listen. #TChatShawna Kelly
A5: Technology is merely a vehicle to serve our communication, it’s the technology that engages, it’s the people who use it #tchatJen Olney
A5 Excellent online support and capability can be more engaging than a poor supervisor. #TChatIan Welsh
A5: #Technology can bridge time zones, cultures, generations… #tchatKathy Herndon, GPHR
A5: Correct application of technology enhances engagement. Technology for technology’s sake misses the purpose. #TChatTom Bolt
a5. What happens in tech, stays in tech, visible forever. #tchatMichael Clark
A5: If used incorrectly, it could hurt it, but generally speaking I think it’s a great tool to keep everyone involved and connected #tchatJoshua Barger
A5. Technology can open up a world of information and people to each of us. It can be amazing! #tchatTerri Klass
A5: Technology is not the message. It is the vehicle to deliver the message. #TChatTom Bolt
A5 Technology can greatly facilitate engagement by giving employees the best equipment and trust in usage. #TChatIan Welsh
Engage this picture: Post #TChat Sunset, Mission Beach, San Diego, CA http://pic.twitter.com/C2MW4T69Michael Clark

Join Thousands of Your Peers

Like what you're reading?
Stay up to date with the latest news and updates from our team.

You're in! Best decision you've made all day.