“Employees who believe that management is concerned about them as a whole person –not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.”
Anne M. Mulcahy – Former Chairperson and CEO of Xerox Corporation
The term “employee engagement” is usually considered an HR responsibility for building employee morale and retention. It is also valued by executives and team leaders to build internal relationships and a greater sense of “team.” In either case, the very concept of “employee engagement” is often perceived to be a feel-good effort versus strategic investment and competitive advantage. Support, or lack thereof, for such programs, tends to be polarizing. The emotional benefit these programs represent can often obscure and distract traditional business minds from seeing the true impact they can ultimately have on improving corporate performance.