Employee engagement is more than a business buzzword. The benefits of having employees that are genuinely engaged and motivated are very real.
[This post was originally published in November 2018 and has been substantially revised and updated to reflect a more current view of this topic.]
The problem with the phrase "employee engagement" is that it is still too vague and subjective for most employers and managers. As a result, they either ignore the concept or hope to create an "engaged" workforce by simply offering more perks and a few team-building programs.
Every business requires the juggling of a myriad of processes and procedures, but managing meetings is often an overlooked necessity. Frequent meetings tend to be a cornerstone of business life, but in too many instances, they can be too frequent, have little substance and waste too much time.
In a recent survey 65 percent of respondents agreed that culture is more important to performance than strategy or operating model.
What employees did at work was once mostly work-related. Today, the Internet and social media can blur the lines between private information and work.
A recent employee lawsuit serves to highlight this "blurring" of privacy rights boundaries for employers and their workers. While employers certainly have a right to determine what activities are permitted in their workplace, employees also have rights to privacy. The problems arise when employers are alleged to have violated those privacy rights when enforcing company policy.