As an employee, do you expect your boss to engage you? As a boss or leader, is it only your responsibility to engage your employees?
The Employee Engagement Mindset
Timothy R. Clark, in his book "The Employee Engagement Mindset," has this to say: "More than anything else, employee engagement comes down to individual responsibility—something that is shockingly absent in the study and practice of employee engagement. There's no justification for an employee to wait expectantly for the organization to furnish engagement, as if it's something somebody can give you. You, the individual employee, are ultimately and unalterably the architect of your own engagement. You own it and nobody owes it to you. Engagement is not an entitlement. Nor is it a right. It's a privilege reserved for those who apply the six drivers. It's a choice."
From Malaysia, Petaling Jaya
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66The Employee Engagement Mindset
Timothy R. Clark, in his book "The Employee Engagement Mindset," has this to say: "More than anything else, employee engagement comes down to individual responsibility—something that is shockingly absent in the study and practice of employee engagement. There's no justification for an employee to wait expectantly for the organization to furnish engagement, as if it's something somebody can give you. You, the individual employee, are ultimately and unalterably the architect of your own engagement. You own it and nobody owes it to you. Engagement is not an entitlement. Nor is it a right. It's a privilege reserved for those who apply the six drivers. It's a choice."
From Malaysia, Petaling Jaya
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Understanding Employee Engagement: Individual vs. Organizational Responsibility
Employee engagement is a crucial aspect of a productive work environment, and it involves a shared responsibility between employees and their leaders. Here are some key points to consider:
1. Individual Responsibility: According to Timothy R. Clark, author of "The Employee Engagement Mindset," individual employees play a significant role in their own engagement. Engagement is not something that can be solely provided by the organization; it is a personal choice and responsibility. Employees are encouraged to take ownership of their engagement by applying the six drivers outlined in the book.
2. Organizational Engagement: While individual responsibility is vital, organizations and leaders also have a crucial role to play in fostering employee engagement. It is not solely the responsibility of employees to create a positive and engaging work environment. Leaders should actively engage with their teams, provide support, recognition, and opportunities for growth to enhance overall engagement levels.
3. Balanced Approach: Successful employee engagement requires a balanced approach where both employees and leaders contribute to creating a culture of engagement. Employees should proactively seek opportunities for growth and development, while leaders should create a supportive and inclusive work environment that values and recognizes employee contributions.
4. Open Communication: Effective communication is key to fostering engagement. Employees should feel comfortable sharing their ideas, concerns, and feedback with their leaders, while leaders should actively listen and address employee needs and expectations.
5. Continuous Improvement: Employee engagement is an ongoing process that requires continuous effort from both employees and leaders. Regular feedback, performance evaluations, and development opportunities can help maintain high levels of engagement within the organization.
By recognizing the shared responsibility of employee engagement and actively working towards creating a positive and engaging work environment, both employees and leaders can contribute to a more productive and fulfilling workplace.
From India, Gurugram
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Employee engagement is a crucial aspect of a productive work environment, and it involves a shared responsibility between employees and their leaders. Here are some key points to consider:
1. Individual Responsibility: According to Timothy R. Clark, author of "The Employee Engagement Mindset," individual employees play a significant role in their own engagement. Engagement is not something that can be solely provided by the organization; it is a personal choice and responsibility. Employees are encouraged to take ownership of their engagement by applying the six drivers outlined in the book.
2. Organizational Engagement: While individual responsibility is vital, organizations and leaders also have a crucial role to play in fostering employee engagement. It is not solely the responsibility of employees to create a positive and engaging work environment. Leaders should actively engage with their teams, provide support, recognition, and opportunities for growth to enhance overall engagement levels.
3. Balanced Approach: Successful employee engagement requires a balanced approach where both employees and leaders contribute to creating a culture of engagement. Employees should proactively seek opportunities for growth and development, while leaders should create a supportive and inclusive work environment that values and recognizes employee contributions.
4. Open Communication: Effective communication is key to fostering engagement. Employees should feel comfortable sharing their ideas, concerns, and feedback with their leaders, while leaders should actively listen and address employee needs and expectations.
5. Continuous Improvement: Employee engagement is an ongoing process that requires continuous effort from both employees and leaders. Regular feedback, performance evaluations, and development opportunities can help maintain high levels of engagement within the organization.
By recognizing the shared responsibility of employee engagement and actively working towards creating a positive and engaging work environment, both employees and leaders can contribute to a more productive and fulfilling workplace.
From India, Gurugram
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