The document contrasts two types of employee engagement: one where employees take responsibility for their own engagement and advocate for the company, leading to positivity and commitment, and another where employees feel entitled, apathetic, and disconnected, resulting in a negative work environment. It emphasizes the importance of genuine communication, collaboration, and mutual energy between employers and employees to foster true engagement. Ultimately, successful employee engagement is compared to a growth process requiring not only satisfaction and motivation but also collaborative energy to thrive.

1. Decision-Wise.com
VS.
Employees leave
engagement up to
the organization.
Employees take primary
RESPONSIBILITY for
their own engagement.
Employees are the
strongest ADVOCATES
for their company and
their brand; research
shows that in these
companies, more than
80% feel that an insult
to the company is also a
personal insult.
Employees DON’T CARE
about the organization, and
talk negatively about their
jobs and superiors.
Employees remain
COMMITTED, even
during hard times.
Employees eagerly bring
QUALITY & SAFETY
issues to management’s
attention.
Employees create ENERGY
in others that can be
felt—it’s almost palpable.
Employees don’t feel
entitled. In fact, there is
appreciation, gratitude,
and willingness to
CONTRIBUTE.
Employees ENGAGE
customers, vendors,
and each other.
Employees can ENGAGE
whether at the office,
telecommuting, or
traveling.
COLLABORATION is
active and enthusiastic.
There is a “WE” mentality.
The organization is
SELF-LED, EMPOWERED
AND DETERMINED.
Feelings of engagement
and love for the job are
GENUINE.
Enthusiasm for the job is
blatantly ARTIFICIAL.
The organization is
OVER-MANAGED AND
UNDER-LED.
There is a
“ME” MENTALITY.
SABOTAGE is occurring,
whether active or passive.
Employees WON’T PUT
FORTH DISCRETIONARY
EFFORT away from the
supervision of bosses.
Employees are
APATHETIC.
Employees FEEL ENTITLED
and become resentful when
they don’t receive what they
feel entitled to.
During difficult times,
employees COMPLAIN,
BLAME, SHIRK DUTIES,
or leave (psychologically or
physically).
Employees have LITTLE
COMMITMENT to safety
or quality, beyond required
compliance.
Employees DRAIN ENERGY
from others.
The organization
feels lethargic.
80%
Adapted from the book, MAGIC: Five Keys to Unlock the Power of
Employee Engagement, pg. 26.
What does an engaged organization look like?
Satisfaction, motivation, and happiness are like seeds, soil, and
water. Without them, you can’t grow engagement. But on their
own, they don’t create engagement. To grow crops, you need
one more thing: the sun’s energy. To grow engagement, you
need the energy of employer and employees communicating,
collaborating, building trust, and promoting shared values.
That’s when magic happens.