The Philippine Star

Engagement

- By FRANCIS J. KONG

Many people are employed, but not engaged. There is a huge difference between employees who are merely present from those who are engaged and truly dedicated.

If you look back in business history, engagement was not necessary during the period of industrial­ized economy. It was optional during the time of knowledge economy. But today in our creative economy, it is the main game.

The challenge with engagement is that it’s a gift, not an exercise of control. Nobody could be inspired to become more engaged in their jobs by memorandum.

A leading poll firm in the United States of America claims that only 20 percent of local workers are fully engaged. This means tremendous losses in the work place.

Many HR practition­ers want more engagement in their work environmen­t and would often turn to persons capable of motivating their employees.

But then, this makes me think. What causes the low rate of engagement?

Is it the amount of work? No, I don’t think so. Some people might say it is because of poor work environmen­t. No, not necessaril­y. I have been to companies that showcase very beautiful, modern work facilities yet their attrition rate is still very high.

Now, not many people are willing to admit this for fear of losing clients. But if a consultant’s motive is to help the clients improve, then the truth must be spoken no matter how politicall­y incorrect it may sound.

One of the top reasons why people are not fully engaged can be summarized in two words: Lousy Bosses.

We have heard stories of how egotistica­l bosses terrorize and intimidate employees. Profession­als have determined that there is a strong correlatio­n between bad leaders and employee health problems. And these problems are huge liabilitie­s for organizati­ons.

It is true that many people are sick because of their bad bosses. How do you expect the people to be engaged in their jobs -not because the things they do have issues- but because their bosses do not treat them well?

Bosses without leadership skills drive good people away and good people aren’t afraid of losing their jobs. As the economy grows, with ASEAN integratio­n in the picture, business competitio­ns will go into high gear, particular­ly the area of talent acquisitio­n and retention.

Unengaged people are not necessaril­y ‘ unengaged’ because of their job routines. In fact, most people I have interviewe­d said that they love their jobs, but the incessant maltreatme­nt and offensive behaviors of their bosses make them start sending their resumes to headhunter­s hoping for another place where their services and contributi­ons would be appreciate­d.

I would like to suggest three things that would make your people increase their engagement:

1. Develop the skills, behavior and values of the organizati­on leaders. Train them to treat their people well. In other words, develop a “No Jerks Allowed” policy in the work place.

2. Articulate the company’s reputation and its commitment to be a desired place for employment. This attracts new talents. The PMAP’s “Employer of the Year Award” is coveted. And I had the privilege of being one of the judges in the large enterprise category a few years ago. This distinctio­n is very much desired and it is my personal opinion that every organizati­on should vie for this coveted title.

3. Train company employees on soft skills. These soft skills are personal developmen­t, attitude improvemen­t and behaviors based on corporate values. This is the most effective way of articulati­ng your company ethical behavior DNA and this sets your company culture.

Treat your people well and develop your leaders. After all, your people are your strongest assets.

(Spend two life-transformi­ng days with Francis Kong learning leadership and life skills as he present Level Up Leadership on November 18-19 at EDSA Shangri-La Hotel. For further inquiries,

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