"This all comes at cost. That is, you can’t simply keep leveraging the balance sheet to artificially inflate earnings. Eventually, some of the proceeds from debt sales need to go towards capex or wage growth or something that’s conducive to boosting productivity, long-term growth, and competitiveness." via davidstockmanscontracorner.com
Yeah, something like "employee engagement" with things like training, resources, and upgraded tools and equipment.
"Money talks, [an empty slogan] walks."
If you want to solve the mystery of your organization's missing employee engagement then follow your organization's money trail. Check the receipts. What are you buying? Debt, stock buybacks and executive compensation in the form of options and golden parachutes? If so, be honest with yourself and those around you. Stop expecting them to ever engage with you in a meaningful way.
Instead remind them of what Upton Sinclair wrote a few decades ago:
“It is difficult to get a man to understand something, when his salary depends on his not understanding it.”
The decision-makers in your organization will never understand employee engagement in any way meaningful if their multi-million dollar compensation package is built on them denying the power of employee engagement or how their compensation and the strategies and tactics to achieve it strangle all possibility of any meaningful investment in the development of an engaged workforce.
You can believe in employee engagement surveys and casual fridays and ping-pong tables just as children believe in the 'Tooth Fairy' and the Easter Bunny. Your belief will make them just as real.
Again, if you want to solve the mystery of your organization's employee engagement, follow your organization's money.
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