Engagement vs Entanglement: Part 1

Posted On: November 16, 2015 by: Doug Lundrigan

What in the World is Entanglement?

These were the first questions that popped into my head when I first began to study the concept of workforce entanglement. My first thoughts of entanglement were negative, as I thought of being caught up in some type of net that could keep me bound or suppressed within a complex culture. However, this is not the case. Let me explain.

Engaged Employees Make a Conscious Decision to Have an Emotional Attachment to Their Work.

They could be a great match for their position, they could actually love the type of work they do and perform it well, they could possess a strong drive to perform to the very best of their ability, or, they could be engaged because they are happy in their personal circumstances, and their positive outlook on life can extend into their workplace.

However, simply being engaged does not necessarily convert to sustainable organizational results.

The entangled employee has moved beyond engagement.

This individual possesses the drive and determination for positive employee-organization dedication and commitment. Entangled employees are able to look beyond themselves and appreciate the organization from a much broader perspective. They rely on others rather than their own achievement. They seek collaborative

decisions that benefit the organization as a whole. They understand synergy is dynamic. In short, they

understand that the culture of the organization does not exist for or revolve around them; that they are

part of a much greater whole.

When an organization develops a collective entangled mentality, it is able to solve problems proactively, becomes more innovative and develops a greater understanding of team performance and individual responsibility – resulting in greater organizational success.

Stay tuned for Part 2 of this concept next week!

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