For over 20 years, the modern workplace has been striving to lift employee engagement with limited success. While there is a clear correlation between 'institutional' employee engagement (as measured by the annual survey) and productivity, profitability, safety and turnover (Gallup meta-analysis), Gallup has also published numerous articles highlighting the absence of real progress in lifting engagement both in the USA and worldwide.
Modern measures of employee engagement largely assess the external factors influencing a person's commitment to work, such as their relationship with their manager, colleagues and the wider 'culture' of the organisation. These external factors are the tip of the iceberg when compared with the inspiration drawn from Personal Engagement and Fulfilment.
The spirit of Personal Engagement and Fulfilment comes from within the individual, be they employee, manager, leader or entrepreneur. Commitment to action is inspired and driven by self-interest and self-motivation, rather than by the incentives and environment created by the organisation.
At its heart, Personal Engagement and Fulfilment have the potential to be discovered and inspired through the following questions:
Current perspective about 'institutional' employee engagement can and should be enhanced by a culture supporting Personal Engagement and Fulfilment. Which element above resonates most with you in this moment?