When we are truly engaged at work, we operate on another level of commitment, are emotionally invested in our work and organizations, and are also fulfilled by what we accomplish. Research on engagement routinely focuses on its correlation with high performance and business results. But while engagement is an on-going organizational process, organizations fall short or fail when it comes to engagement in times of disruption, transformation, uncertainty, and change — times when calculated business decisions are made that alter or transform business strategies, culture, and operations.
The notion of employee engagement has flipped — employee engagement is not just about the leaders being empowered and empowering to drive engagement or an aggressive HR that supports engagement initiatives. Engagement is about decision-making, dialogue, capability development, and connection.
This cover story attempts to seek answers to the questions related to driving sustained ...
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