I’m presenting later at a Westminster Briefing event on employee engagement chaired by Katie Truss, but first David Macleod and Nita Clarke (the Simon and Garfunkel, or Morcambe and Wise of empoyee engagement?) have been speaking about the taskforce.
The taskforce received 56 different definitions of engagement but David prefers a 57th: if you manage people one way you get one thing, if you manage them another, you get something else – more capability and potential. It’s about performance, less so happiness.
We started with a reprise of the four things good performing organisations.
- Strong visible empowering leadership providing a strategic narrative about the organisation
- Managers do a few things competently:
- Focus their people and offer scope / autonomy
- Treat people as individuals, not human resources or human capital (please note, this isn’t what my version of HCM is recommending!)
- Coach and stretch people, and not put up with dysfunctional behaviour
- Listening to people – focus on the employee voice
- Organisational integrity – the espoused values are lived in practice.
We’re just moving on to where the Taskforce is focusing now but I’m on next , so will update this later on. Wish me luck!
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