Leadership often asks why staff are not as engaged as they would like them to be. But is the real question why staff are not engaged, or should the question be what have they been given to engage with? Can people be engaged if the work feels meaningless to them? Can people be engaged if they feel invisible? Can people be engaged if they feel replaceable? Can people be engaged if they are only contacted when something goes wrong? Can people be engaged if leadership talks about appreciation but rarely shows it? What does engagement actually mean? Does engagement mean turning cameras on during meetings? Does engagement mean speaking more in meetings? Does engagement mean attending optional events? Or does engagement mean caring about the work, the team, and the organization’s mission? In remote work settings, leadership often pushes for cameras to be on. But does forcing people to be on camera actually increase engagement? Or does it increase frustration? Does it create connection, or doe...
Navigating #AdultingInRealLife with Heart!