Book Review – Employee Engagement Mindset

The Employee Engagement Mindset – The Six Drivers for Tapping into the Hidden Potential of Everyone in Your Company”, by Timothy R. Clark, McGraw-Hill (2012)

Engagement should be a win-win partnership between a company and its employees. Employees gain professional skills and personal satisfaction when working with energy, purpose and passion. The company retains people longer, innovates faster and achieves better business results.

Sadly, Clark found that 75% of employees are not fully engaged with their work. They are often bored or burned out. Many are waiting for the organization to engage them. He interviewed committed employees and found that they had a different mindset that became the driving force for their own engagement, with characteristics such as:

  • Taking responsibility for their own engagement and take deliberate steps to become engaged.
  • Feeling the least entitled, understanding they must manage their employability on an ongoing basis.
  • Engaging customers, revealing their level of engagement at the customer interface.
  • Remaining highly engaged in all kinds of settings at work and in their personal lives.
  • Consistently applying behavioral drivers to sustain high levels of engagement over time.

Clark outlines six behaviors that drive their engagement.

  1. Connect: They expand their connections to their work, their colleagues, and the organization.
  2. Shape: They customize their professional experience based on their preferences, while pursuing the organization’s goals.
  3. Learn: They learn at or above the speed of change to keep their professional skills up-to-date and retain their value to the organization.
  4. Stretch: They build their capacity by stretching out of their comfort zones and pushing to outer limits.
  5. Achieve: When employees achieve, they become more engaged.
  6. Contribute: Contributing beyond “self” toward a meaningful purpose produces a more powerful kind of engagement.

Clark provides ideas on how to strengthen these behaviors. For example, relationships formed in business and personal networks are a part of a healthy balanced lifestyle, providing fulfillment and engagement. But an over-reliance on digital means of communication makes it much harder to develop meaningful relationships.

Read Clark’s book to discover other ways to reinforce the behaviors that shape an employee’s engagement mindset and lead to greater business results.

What are your engagement success stories?

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