In a world where employee engagement seems to be HR’s primary focus and outcome, are we holding people accountable for results? Or, are we taking the politically correct route and dancing around sentiment worried that someone’s feelings are going to get hurt?
I started studying employ engagement when Cisco decided to go back to a decentralized approach to learning and I chose to stay in the “center.” That meant I was to be aligned with Cisco-wide learning which ended up mostly being “leadership development.” And, at a company that was either contracting or growing around 3%, it seemed right to focus on what we called the “People Deal.” What Cisco expects of you + What you expect of Cisco = The People Deal.
I left Cisco and joined a deeply toxic telcomunications company. And I for sure believed that focusing on employee engagement, in order to acheive higher performance and better outcomes, was needed. But, unlike senior leaders at Cisco, the telecom senior leaders wanted to lead with a command and control hammer.
At present, I work for what appears to be the world’s happiest company. Full engagement, it appears. All the techniques I learned from Marcous Buckingham, already deployed. Already in use, sometimes almost instinctively. But, this is from “legacy” team members, not the new influx of outsiders. And, the legacy team members are cashing out and moving on. The influx of outsiders are putting in rigor. Interesting….what’s happening? Is all the exiting from the employ engagement “naturals” going to lead to something good or cause a crash in productivity? Are the legacy “naturals” great leaders because times are good (40% growth YoY)? What would happen if we were not growing? How do we mature to a become a group of leaders that are both collaborative and able to hold others accountable?
Hi Barry, some thoughts — and here is the template.
The key for you, I believe, will be to write down and channel your management team and executive team. Pull quotes from investor calls and strategy docs. Be the “voice of execs” and share your frustrations and challenges with happiness.
I have added the template here to start playing with for your podcast.
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