I’m starting to see statements popping up in various trade publications and blogs on the subject of workplace engagement. Assorted pundits are tentatively musing on the staying power of engagement as if it were a fad.
“Employers need to stop whining about employee engagement. Employees will be engaged if there’s an incentive for them to be engaged.” (Post to a LinkedIn discussion group, December 28, 2009)
It’s understandable. The woods are full of notions, programs and theories that have burst onto the workplace scene only to run out of steam and wither away, such as:
- Relationship selling
- Total Quality Management
- One minute manager (leader, coach, etc.)
- Neurolinguistic programming, and
- Servant leadership
Employee engagement has been centre stage for about five years, and some believe that this star performer is preparing to retire.