Every discussion on this topic seems to come back to “you can’t manage what you can’t measure”. Employee engagement is seen as the Utopian solution to driving out measurements and introducing total commitment and great results. Companies have done it. Is it possible as a norm? And once you have achieved these high levels of engagement, is it possible to maintain them? I think there is a tipping point in terms of size, in both directions. Too small, family type of bickering kicks in. Too large, maintaining consistency is challenging. Every line manager needs to be a committed cheerleader, driven by passionate executive leadership. Psychology qualifications would be essential as each member of a team might have different motivators. Strong identification with the team, division, branch, company has to be the way to go. Look at Sharks and Man United supporters. They live the brand. Even w...
Its just my opinion.... Sharing thoughts, experiences and insights on business issues (and a few personal ones too)