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Who's responsible for engagement and empowerment in your organisation?

How to increase engagement and empowerment

Who's responsible for engagement & empowerment in your organisation?


The link between employee engagement, productivity and the bottom line has been well researched. It makes sense that highly engaged people are more likely to have above average productivity. Numerous surveys quote this improved productivity to be between 20% to 38%. Whatever the actual figure might be, it’s clear that giving some thought and time to improve levels of  engagement is worth the effort.


Our latest book Engage and Empower considers engagement from several angles. You as an individual in an organisation, regardless of status or grade, you as a leader and from an organisational perspective.


Let’s focus on you, the individual. Who do you think has responsibility for engagement in your organisation? The HR Department, Senior Management or Line Managers, who do you think?



What if you asked yourself, “What could I be doing to take personal responsibility for my own engagement and empowerment?” What answers might that throw up?


If you recognise the choices you have in your thinking, the actions you take and the impact this can have on others around you, how might you think differently and what might you do differently? Or would you rather leave it to someone else to have control over your feelings of engagement and empowerment?


Who's responsible for engagement & empowerment in your organisation?


Here's 5 tips adapted from the book to help you with your thinking around this:

1) Look to yourself first. Be honest about how engaged you feel at work. How might your levels of engagement be affecting others around you including people you lead?


2) Remove the 'if only...' phrase. Don't put off feeling engaged waiting for the 'if only..'

  • If only the organisation would do this...
  • If only my manager would recognise me...
  • If only I had a different job...

Stop the 'if only' and focus on what you can do in the here and now. How about asking yourself "What could I possibly do about....?"


3) Monitor your motivation levels the same way you would hard business metrics. You'd be able to spot a drop in sales, wouldn't you? So, apply the same to dips in motivation.


4) Take some time to think about how you could possibly help yourself feel more motivated. Then, take action on at least one idea.


5) Become the person who is known for doing something about the things that bother them. 


Look out for further blogs about engagement and productivity from the perspective of leaders and the organisation.


Explore the Empower and Engage book for 277 ways to improve productivity. 


Find out more about how we could work with your organisation to accelerate results.


Sign up to our newsletter for reminders of future posts about improving productivity. 



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