It seems that we can’t turn around today without having a conversation that touches on employee engagement. Yet despite all the attention, it hasn’t really moved the needle. In one graphic (click through the link below to explore), pulled from Google Trends, you can see the level of interest in employee engagement for over ten years.

The interest level peaked in 2016, and if the trend continues, it will expand beyond its current levels by the end of the year. But to what end? Gallup’s regular research into engagement points out a fairly dismal picture, and companies are trying to improve this measure to no avail.

I’m going to offer two answers to this problem that not only illuminate the issue, but give you some options to consider as you try to combat the pervasive issue of disengaged employees.

  1. Engagement is not a program. It’s a long-term, intentional set of practices.
  2. Engagement is not an outcome. It may lead to outcomes, but it shouldn’t be the end goal in itself.

Click here to read the rest of the article on the PeopleStrategy blog

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