{"id":4027,"date":"2015-04-15T07:19:06","date_gmt":"2015-04-15T07:19:06","guid":{"rendered":"http:\/\/www.theexecutivehappinesscoach.com\/?p=4027"},"modified":"2018-10-02T13:36:40","modified_gmt":"2018-10-02T17:36:40","slug":"employee-engagement-is-not-enough","status":"publish","type":"post","link":"https:\/\/theexecutivehappinesscoach.com\/2015\/04\/employee-engagement-is-not-enough\/","title":{"rendered":"Employee Engagement is Not Enough!"},"content":{"rendered":"

\"swee'<\/a>
\nFor the past 15 years much of our workplace discussion on Leadership has gotten sucked into the conversation about Employee Engagement**<\/strong>, focusing on the critical role that managers and leaders play in leveraging the heart and soul of the people on their team.\u00a0 We speak of leveraging the Engaged group, striving to better connect with the Unengaged group, and either converting or culling the DISengaged group.
\nIn this space you\u2019ve often heard me discuss the research on Positive Emotion\/Happiness, where we speak about those who are Happy, Neutral, or Unhappy.\u00a0\u00a0<\/strong>And I\u2019ve pointed to the fact that \u2013 how interesting! \u2013 the number are identical for the breakdown of Happy vs. Engaged, Neutral vs. Unengaged, and Unhappy vs. Disengaged groups.
\nMy personal mantra has been that Engaged\/ Disengaged are merely politically correct words for Happy\/Unhappy<\/strong>.\u00a0 Some people agree, while many declare they are two different things.
\nAND the conversation about Happiness in the Workplace keeps arriving at the same truth:\u00a0it\u2019s not my job to \u201cmake\u201d you happy. That\u2019s YOUR decision.<\/strong><\/p>\n

It’s All About You, Sweet Pea!<\/strong><\/span><\/h2>\n

Here\u2019s the thing: The Employee Engagement focuses on the responsibility of Leaders to engage people.<\/strong>\u00a0So there\u2019s lots of focus on training and benefits and team environment and making work places very cool and inviting.
\nBut what happens when people don\u2019t accept the invitation?\u00a0<\/strong>Does that mean the leaders are incompetent?
\nDespite all the hoopla we\u2019ve created around it, the dirty little secret of the Engagement conversation\u00a0<\/strong>is that the numbers have not shifted much over the years. We still have about the same percentage of the workforce who are engaged, unengaged, or actively disengaged.<\/p>\n

Why is Engagement Not Enough?<\/strong><\/span><\/h2>\n

\"\"Could it possibly be that my tribe and I have been right all along?<\/strong>\u00a0Could it be that engagement is just like motivation, in that no one can \u201cdo it to you\u201d? Could it be that Glinda\u2019s wisdom shared with Dorothy was true: \u201cyou\u2019ve had the power all along,\u201d and that it\u2019s always been the individual who must make the decision to get engaged, get motivated\u2026 or choose happy?<\/p>\n

<\/div>\n

Try this sentence completion exercise:\u00a0<\/strong>
\nYou can\u2019t\u00a0motivate\u00a0<\/strong>anyone; you can only ________.<\/span>
\nYou can\u2019t make other people\u00a0happy<\/strong>, you can only _______.<\/span>
\nYou can\u2019t force people to\u00a0engage<\/strong>, you can only ______.<\/span>
\nYou can lead a horse to water, but you can only ______.<\/span>
\nNotice that the same phrases complete all three stem sentences. For example:<\/strong>
\n\u201c\u2026control You.\u201d<\/strong><\/span>
\n\u201c\u2026do it to\/for yourself.\u201d<\/strong><\/span>
\n\u201c\u2026set an example for others to follow.\u201d<\/strong><\/span>
\n\u201c\u2026create the right environment then invite them to make their own decision.\u201d<\/strong><\/span>
\nHmm. Interesting, no?!
\nGo ahead.<\/strong>\u00a0 Send people to classes. Teach your managers to be more \u201cengaging.\u201d Spend tens of thousands of dollars annually on your survey so you can pee in your pants with excitement when the \u201cengagement\u201d needle rockets from 3.5 to 3.7. Woo hoo!\u00a0 Progress!
\nAt what point can you turn to your workforce full of grown-ups and say,\u00a0<\/strong>
\n\u201cLook, people, we have made a boat load of changes. We have done all that we can do to create an engaging workplace. Now, it\u2019s your turn. When will you stop pretending that you have no power here? When will you take some responsibility for own Happiness? When will you get off your butt and start working out your own Motivation muscles? When will you choose to Engage? We\u2019re thrilled to have come this far, but this is a relationship, and relationships require two players. We are excited to dance with you…AND you gotta meet us halfway. You gotta get off your chair and join us on the dance floor!\u201d<\/em><\/span><\/p>\n

A New Conversation Is\u00a0Emerging<\/strong><\/span><\/h2>\n

I do not have a huge research team at my disposal. But Marshall Goldsmith, one of the world\u2019s top executive coaches and academics, does. I am super excited about his new book coming out next month, called ,em>Triggers.
\nIn the book (and on this\u00a05 min promo video<\/a>), Goldsmith talks about a \u201cradical new idea\u201d in the field of engagement: Individual Responsibility!\u00a0 Here\u2019s are some quotes from one of his promotional pieces:
\nWhat is this radical new concept? It’s that the key variable in employee engagement is\u00a0the individual, the employee, not the program<\/strong>. Although it may sound obvious, this idea is not taught or acted upon. Instead, companies spend billions of dollars every year trying to get employees and leaders to believe that the solution to employee engagement problems is “out there” not “in us.”
\n<…> I hear zero about what employees can do to engage themselves\u2026.<\/span>
\n<…> How can it be that in a company offering all the great benefits and training, you can have one employee totally engaged and committed while the person next to them is bitter and miserable? What\u2019s the variable? It\u2019s not the company; it\u2019s the employee!<\/span>
\n<…> Why is it we often find that the same employees who are miserable at work are also miserable at home?<\/span>
\n<…> \u2026.maybe you can’t change your company, boss, or employee, but you can change your reaction to them.<\/span>
\nSound familiar? Yep, you heard it here first. And now there’s proof thru research.\u00a0Goldsmith\u2019s book<\/a>\u00a0does not drop until May 19, but I\u2019ve already pre-ordered mine.
\nMeanwhile,\u00a0I invite you \u2013 regardless of your role in an organization \u2013 to bring this new concept into some of your conversations.\u00a0\u00a0<\/strong>How does this land with you? What\u2019s your reaction?\u00a0 How do others respond to this idea?
\nAnd most importantly, what will you CHOOSE?<\/p>\n

Remember, Leadership is not about a title:<\/strong>\u00a0Anyone can be a leader who accepts responsibility for their own Happiness and motivation and who chooses to engage, commit, and accept the invitation to dance!<\/span><\/h2>\n

I close with a quote from one of my new e-books:<\/p>\n

\u201c#4: Just a reminder: No one is in charge of your Happiness but you.\u201d<\/strong><\/span><\/div>\n
From \u201cHappiness is So Tweet: Tiny Wisdoms for a Crazy Busy World\u201d<\/em><\/div>\n

Notes:<\/strong>
\n1. Funny side note: since the title of Goldsmith’s book\/video is \u201cTriggers\u201d you will note all the other videos on the YouTube page are about guns!\u00a0 Not really your best engagement tool\u2026.!]\n2.\u00a0**Definition:\u00a0<\/strong>Employee engagement is a (leader-centric) workplace approach designed to ensure that employees are committed to their organization\u2019s goals and values, motivated to contribute to organizational success, and are able at the same time to enhance their own sense of well-being.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

For the past 15 years much of our workplace discussion on Leadership has gotten sucked into the conversation about Employee Engagement**, focusing on the critical role that managers and leaders play in leveraging the heart and soul of the people on their team.\u00a0 We speak of leveraging the Engaged group, striving to better connect with … Read more<\/a><\/p>\n","protected":false},"author":5789,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[28,58,11],"tags":[427,449,59,425],"yoast_head":"\nEmployee Engagement is Not Enough! - The Executive Happiness Coach\u00ae<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/theexecutivehappinesscoach.com\/2015\/04\/employee-engagement-is-not-enough\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Employee Engagement is Not Enough! - The Executive Happiness Coach\u00ae\" \/>\n<meta property=\"og:description\" content=\"For the past 15 years much of our workplace discussion on Leadership has gotten sucked into the conversation about Employee Engagement**, focusing on the critical role that managers and leaders play in leveraging the heart and soul of the people on their team.\u00a0 We speak of leveraging the Engaged group, striving to better connect with ... 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