Why engagement isn’t solely internal comms’ responsibility

From top executives to front-line managers, motivating employees requires universal buy-in. Remember these three essentials: inspiration, participation, education.

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Inspiring genuine employee engagement is one of the greatest, yet most rewarding challenges you can take on.

It has the power to improve your organization at nearly every level, but you’ll never harness it on your own.

Engagement can’t be a singular (or departmental) effort. A lot of well-intentioned engagement strategies never get off the ground because they were designed in a vacuum, then deployed in the wild.

That’s never going to work. If it does work, it’s not likely to work for long. A sustainable engagement strategy draws both its strength and its focus from every member on the team.

If it’s not a team effort—if it’s not something everyone believes in and takes part in—it’s not going to reach its full potential.

There are a few elements of engagement that are often overlooked or misunderstood, and they are some of the most direct avenues to success. Paying attention to them can help strengthen your engagement strategy overall and increase its impact.


You can’t legislate engagement, you can’t buy it with free lunch or ping-pong tables, and you can’t hire for it.

You have to inspire it.

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