Passion vs. Engagement
Do you know anyone that openly has bad intentions when it comes to work? I’d be very surprised because there aren’t any humans who want to do badly or even any that want their company to do badly. Tired adagio or not, everybody is really invested in bringing their best selves at work. They...
Do you know anyone that openly has bad intentions when it comes to work? I’d be very surprised because there aren’t any humans who want to do badly or even any that want their company to do badly. Tired adagio or not, everybody is really invested in bringing their best selves at work. They are.
This is not to say everyone has their heart in it, far from it. One of the most immediately evident signs of having extreme HumanDebt is how many of your employees are actively disengaged but does anyone know how many those are? No. Does any enterprise have any definitive numbers regarding how their employees feel to hand? No. Do companies honestly measure how invested their employees are in the well-being of the company, how emotionally connected they are with the work and their colleagues and how motivated they are to succeed? They absolutely do not.
They may think they do and they may send a yearly or bi-yearly NPS survey out. Or they may have gotten the more modern version of that that asks the same questions with a slightly more relevant user experience and somewhat more often. But do any of these tests tell them, what their people truly feel? Does anyone know?
On a 1-10 scale for overall passion with zero being actively-disengaged-bank-employee level and 10 being Apple-fan-boy-with-their-dream job or starry-eyed interns at Google - where are your people?
There are a bunch of words that get thrown around when it comes to the topic of how employees should feel about their workplace:
