Question from an HR Professional

An HR Professional asked me:

"Employees have been dis-engaged for sometime now. There have been changes in management to deal with some of the issues which created an environment which facilitated the dis-engagement of the employees. An assessment of the interventions which accompanied the changes in management have not shown that the re-engagement process has successfully commenced. How would you suggest that we now proceed?"

Much similar to the thought process of my last blog post, I wanted to share with you my response:

"In my experience, worker engagement is a state of mind, much like an energy source stored in a battery. A weak charge, when connected to a conduit of the "business of the business" will impact the entire enterprise, including customer delivery. Of course the converse is also true with a fully charged battery.
The key is to find the source of the "weak charge" and fix it...and fast! This starts with information. It can be anywhere...


Information by each demographic needs to include existing culture, managerial style, processes, training needs, communication and trust, a “we” vs. “I” culture, requirements to meet customer needs, manager competency and other alignment measures. The need to slice the information by each demographic group is critical to implementation success; without it, “change” accountability cannot be imposed on those to be held responsible.


This is not a one-on-one effort. There is a huge sense of urgency to get your people engaged as it goes to the essence of the business success"