I’ve been asking this question a lot just lately. Why?
Well I’m seeing lots of research indicating that people are drifting from the fixed grin of relief at being glad to keep their jobs, to a position of wanting to feel more engaged with their work.
Organisations therefore face challenges in engaging and trusting a workforce which is motivated and willing to deliver the service needed to help create and sustain a profitable and purposeful business model.
This feels like a time of great opportunity for people and organisations who can create a sense of trust and autonomy in the workplace. I’m interested to know how you would help to achieve that?
Responses are coming in from across the globe - couple of headlines below more emerging out there on the web with many more to follow. Feel free to add yours. Once I've compiled them all I will do some top level analysis and share it.
Neeraj Sharma wrote:
I suggest employees be given a week or two to work on whatever they wish to work on – and document what they did, what was achieved and how much they enjoyed doing it as compared to their regular responsibilities.
Phil Johnson wrote:
Gallup has identified a link between the amount of authentic leadership (leading without a title) within a company and it’s level of employee
engagement. Employees have been shown to increase their level of “discretionary energy” and engagement if they are inspired by the actions of others around them.
- 930 reads
- login or register to post comments
- Add to a social bookmarking site
