3 reasons executives should care about employee engagement

Employees are not lowly minions out to do the board’s bidding. Take employees happiness and satisfaction seriously, or watch the company wither.

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Her neck stiffened, her jaw clenched, and her words strained from disbelief or anger: “We don’t need employees’ input on strategy. We’re the board. They do as we say.

And with that, the board president’s proclamation ended.

The smell of antiquity gushed from her mouth as she uttered her words. Satisfied with her message and ignorant to its implications, the board president managed to reinforce the moat between her ivory tower and employees.

In one harrumph her traditional perspective disregarded the countless stories of commitment displayed in late nights and missed family events—even the battle scars from project implementations.

Waved off with the proverbial “It’s their job” remark, the board president’s words dehumanized the workplace and those in the arena with blood, dirt and tears marring their faces.

It’s common. It’s unfortunate. And it chips away at employee engagement.

Why should the board care about employee engagement?

1. Employee engagement affects corporate growth.

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