Blog Posts

Ten Laws of Employee Engagement – Law #2

No Comments


You have undoubtedly heard this phrase before, and nowhere is it more relevant than in the field of performance management (or human capital management, as it is also referred to).  We bring lots of scientific and academic rigor to the table when we analyze our business, from financials to supply chain data, but when it comes to managing our employees, we deploy too little science and empirical evidence in the way we manage people. Much of what goes on in typical HR departments is focused on salary/benefits and (as required by law) on compliance. Very little of this work has anything to do with creating highly engaged employees.

The first step in changing this scenario is to actually measure engagement throughout the organization. Better still is to be able to report this critical data by division, location, manager and team.  This then gives leadership a very clear picture of where the organization is hemorrhaging productivity (and profits) and why. Very targeted remedial actions can be directed to exactly those managers and teams where the greatest problem exists. No need to put every employee through “leadership” training when the biggest problem is shipping during the night shift. Fix only what’s broken, saving time and money by dedicating scarce resources to support those individuals most in need.

View Related Posts:

Leave a Comment




Engagient Multi-Media

Quick Clips on Employee Engagement.

Connect With Engagient

Sign up to receive our Employee Engagement Tips Sheet.

Recent posts




Engagient provided a safe environment for managers to openly share comments, issues and concerns related to the workplace culture and practices. Facilitation and careful probing by Engagient staff provided our managers with the view and challenges facing senior leadership and how managers may be helpful in the process, identifying opportunities to enhance their leadership skills.

The engagement exceeded all expectations.

--Mary LaRowe, President and CEO
St. James Mercy Health
  • RSS
  • Twitter
  • Facebook
  • LinkedIn