The Engaged Employer


Our habit of defining it as a one-way, employee centered construct should be revised. Organizations also exhibit “engaged behaviors” — critical in helping us to connect with our work.  In many cases, engagement is influenced by the organizational processes that affect our daily experiences.

We can’t affect the engagement crisis alone — our employers need to be right there in the fight with us. When it comes down to it it’s not the what or why, it’s all about the “how”.

How are organizations interacting with their employees to influence engagement?

At The Culturesprout Project we realize that employers can be described along an “engagement continuum”. We hope to identity and develop a greater number of engaged employersthose organizations who recognize that they drive this dynamic. Many companies are making real strides forward, and we’ve witnessed organizations who have face their cultural deficits and have taken needed steps.

These organizations:

  • Acknowledge that their processes and decisions affect engagement within their organization.
  • Believe in the power of built trust — and the conversations that follow.
  • Emphasize career alliances that make sense for both parties.

So — how is your organization doing? Where might they fall on the continuum? What should be their next step?

(You can tell us here:

Dr. Marla Gottschalk is an Industrial/Organizational Psychologist.  She is the Director of Organizational Development at Allied Talent. She is a charter member of the LinkedIn Influencer Program. Her posts on workplace topics have appeared in Forbes, The Huffington Post, US News & World Report and The World Economic Forum.

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