Engagement is not a one-way, one-size-fits-all answer to the fearsome challenges that businesses face today.
Having worked in business communication for nearly 20 years, I’ve found that treating it as a single objective—subjecting managers to intense pressure to “increase engagement”—is counterproductive, because employees engage in a variety of ways.
Even with big companies such as KPMG openly questioning the value of employee engagement surveys, the pursuit of a singular goal of “higher engagement” has retained much of its popularity. Commonly held beliefs sustain the engagement juggernaut:
A different view
Even though these are common themes, and given that many new definitions offered by gurus in the field reflect those themes, I chose to look for an alternative perspective. Here’s how Webster’s Dictionary defines “engage”:
Building on Webster’s definition, an alternative view of engagement emerges:
Six forms of engagement