- Unemployment has killed many.
- Remaining idle is not human nature.
- No one likes to avoid work if there is clarity on what to do & how it will be evaluated.
- Keeping work force idle produces negativity which impacts on team performance.
- Engagement comes through involvement; people deliver more if they are emotionally involved in their work.
- Delaying decisions on personal issues creates stress & diverts employee’s attention from work.
- Absence of engagement is a challenge that can produce industrial unrest.
- Unless you know people intimately, you can’t engage them effectively.
- To keep their teams engaged, managers have to remain super-engaged.
- An empowered manager is an incubator of employee engagement.
- Employee motivation improves engagement levels.
- Trust, developed through transparency, promotes engagement.
- Engagement is fostered by Leadership; managers who lead from the front keep their task force actively engaged.
- Occasional encouragement always improves engagement.
- Engagement comes through commitment.
- Attitudinal transformation creates a temperament for healthy engagement.
- Employee engagement has transformed many organizations.
