It's quite the conundrum: Why is the widely-known and observed persistent problem of lackluster employee engagement so hard to solve?
After all, you don't have to look hard to find data to back up the belief that a low level of employee engagement is hurting the bottom line of countless businesses.
Finding a solution
Albert Einstein once said: "The problems we have created thus far cannot be solved by the same level of thinking that created them."
Consider this: If we want to solve one of the most vexing problems of modern organizational life, we need to change how we think about the problem.
I once asked on Twitter, "What is your biggest challenge in managing people?" The number one response to the question was simply "people"!
The simple truth is that people are complex. Try as we might to design systems and processes that deal effectively with that complexity to mitigate the inherent unpredictability caused by people, the unpredictability persists. It's not all bad though, because while that unpredictability can certainly cause breakdowns and inefficiencies, people and the complexity they bring, are also the source of innovation and exceptional results.
More to come in the series
In this three-part series, Leading for Employee Engagement, we will explore how to engage our employees, not in service of maximizing efficiencies, but rather in service of tapping into the potential they bring to do remarkable things.
This series is a deep-dive into the question: How can leaders engage their employees to unleash the potential of our people and organizations?
Here are the topics we will cover in our upcoming series.
- Why Leaders Must Take Employee Engagement Personally
- How Leaders Can Ignite the Emotions of Engagement
- Increase Employee Engagement with These Three Conversations
In the meantime, we would love for you to join the conversation. What has proven to be your best, most effective strategy for engaging those you lead?