Scott McKenzie's Collective Conversation Blog » emotional connection http://blogs.hillandknowlton.com/scottmckenzie Fri, 01 Jun 2012 10:48:08 +0000 http://wordpress.org/?v=2.9.2 en hourly 1 Killing engagement. Post script. http://blogs.hillandknowlton.com/scottmckenzie/2011/03/16/killing-engagement-post-script/ http://blogs.hillandknowlton.com/scottmckenzie/2011/03/16/killing-engagement-post-script/#comments Wed, 16 Mar 2011 12:01:13 +0000 Scott McKenzie http://blogs.hillandknowlton.com/scottmckenzie/?p=305 I think Employee Engagement is still breathing this morning.

Last night’s debate at the offices of Baker Tilly helped highlight the fundamental issues at stake.

1. Should we be approaching engagement from a starting point of great HR  systems and processes , or is more about how we build more meaningful, emotional “connections”,

2. Can employee engagement be explicity linked to business results, and even if it can, should it be?

3. Do leaders genuinely want to engage their people? And if they do – do employees really want to be engaged by their Chief Executive as opposed to their line manager?

The panel wrestled with these questions and many more. It seems to me that these are serious questions that deserve more discussion, more insight, more analysis.

My tuppence worth is this: there is a risk that this debate gets stuck on the fringes. We must avoid taking a deeply entrenched position.

For example, are we genuinely saying that we should not have good performance management systems in place? Or that building an emotional connection with employees has no bearing on business results?

We need to be careful that in the midst of heated debate and passionate rhetoric we make some false choices.  It seems to me that there was a lot of expert insight on the panel last night, but not a lot of listening and learning from each other’s viewpoint.

In my view that’s one of the most important elements of engagement. Let’s make sure we do more of it.

Finally, a big thank you to Matt and the team for making the debate happen.

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