| | AUGUST 20198CIOReviewIN MYOPINIONBy Paul Falcone, VP, Human Resources, MPTFTHE NATURE OF ENGAGEMENT AND MOTIVATION: 3 RULES AND MYTHS THAT INFORM YOUR REALITYEngagement is vital to any organization. Inspired employees produce better results, find new ways of adding value, and sense a greater loyalty if not to their company -- then at least to their immediate boss. The end result will be increased retention, a hallmark of leading companies with strong employee-oriented focuses. Fixing the engagement issue that's plaguing the U.S. workforce is no simple task, but it doesn't have to be as complicated as people make it. Top managers consistently engage individuals and their teams by creating a culture of open communication and trust. They acknowledge and recognize good work, and they recognize that every role performed at excellence deserves respect and retains its own inherent nobility. These aren't just words or platitudes. They're foundational beliefs and sponsoring thoughts to help leaders thrive and excel in challenging and turbulent times.Myths and Blind Alleys First, the myths about motivation and engagement that we tell ourselves include: Myth 1: Until we pay our workers "at market," we'll never have truly engaged and highly productive workers or a stable workforce. Myth 2: With merit budgets so low and bonuses not being paid out at 100 percent, you can't blame employees for being disengaged and disenchanted. Myth 3: Until the company invests in more headcount and systems upgrades and slows down this frantic pace and this "evolutionary change at revolutionary speed" pattern, we won't reach optimal performance.While it's true that these and other challenges may make it difficult to catch your breath at work, merit and bonus restrictions or headcount reductions are part of the new reality for all organizations globally, so to simply use this as an excuse Paul Falcone
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