employee engagement
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22/04/2016 Employee Engagement 2010 Dozen (Feb): The 2020 Vision — David Zinger Employee Engagement Speaker
http://www.davidzinger.com/employeeengagementthezinger2020vision5808/ 1/15
Employee Engagement 2010 Dozen (Feb): The 2020 VisionDecember 29, 2010 by David Zinger (http://www.davidzinger.com/author/david-zinger/)
Predictions for employee engagement during the next decade.
David Zinger - Employee Engagement Speaker
22/04/2016 Employee Engagement 2010 Dozen (Feb): The 2020 Vision — David Zinger Employee Engagement Speaker
http://www.davidzinger.com/employeeengagementthezinger2020vision5808/ 2/15
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20/20 Vision? What do you see as the future of employee engagement over the next 10 years? How will thisconcept and approach to work change during this decade? It would be nice to have 20/20 vision but the future is murky at best. It is a risky thing to try and predict the future but I will suggest a few of the changes I believe will occurin the next 10 years. Of course, I am biased and these are predictions I want to see occur. I encourage you to writeyour predictions in the comment section at the end of this post.
Sociometers and wockets will trump surveys. Surveys are too anemic to measure and communicate engagement. Long surveys or once a year surveys will become the dinosaurs of engagement measurement. Yesmeasurement is important and necessary but doing a survey once a year just does not cut it. We will see real timemicro surveys based on portable technology, GPS systems, etc. To get a glimpse of the future of human real time
22/04/2016 Employee Engagement 2010 Dozen (Feb): The 2020 Vision — David Zinger Employee Engagement Speaker
http://www.davidzinger.com/employeeengagementthezinger2020vision5808/ 3/15
micro surveys based on portable technology, GPS systems, etc. To get a glimpse of the future of human real timemeasurement see sociometers (http://alumni.media.mit.edu/~tanzeem/shortcuts/workingpaper.pdf) and wockets(http://web.mit.edu/wockets/).
Data will become more open and more linked. It will become important for data to become more transparentand open. I expect organizations will be less guarded, especially with their own employees. Employees should be theowners of the data they o᭘er and be partners in assessing the results. To get a glimpse of the future of data(including employee engagement data) see Tim Berners-Lee, the inventor of the world wide web, TED talk on thenext WEB (http://www.ted.com/talks/tim_berners_lee_on_the_next_web.html) – linked data. By the way, I love how atthis site you can click on the interactive transcript, scan the transcript, click on any phrase and the video will playfrom that point on!
Engagement will move beyond a fad. I expect engagement will vastly mature beyond happy dances inworkplaces and Christmas party feel good exercises to speci᭘c behavioral actions that are of bene᭘t to employees,organizations, and customers. We must always ask ourselves — engagement in what? Engagement in work,relationships, customer service, results, organization, etc? I believe the cynics would say employee engagement is a
fad that will go away within a couple more years. I believe employee engagement is here to stay but will go throughcriticism, revision, re᭘nement, and change over the next 10 years. We are seeing the word engagement attached tosocial media, student engagement, and many other phenomenon.
Enterprise 2.0 or Social Business Software will accelerate engagement. The use of social media within
22/04/2016 Employee Engagement 2010 Dozen (Feb): The 2020 Vision — David Zinger Employee Engagement Speaker
http://www.davidzinger.com/employeeengagementthezinger2020vision5808/ 4/15
Enterprise 2.0 or Social Business Software will accelerate engagement. The use of social media withinorganizations and porous to external social media outside organizations will present new opportunities andchallenges. The ᭘rst task for many organizations will be to fully engage sta᭘ in this media and then to ensure thesetools are used to enhance both engagement and results. Internal social media must be an engagement gain for theorganization not an engagement drain.
Engagement will become more real and authentic. Employee engagement needs to be more robust, real,authentic, and honest. Trust is a must or employee engagement will be a bust. We have ways to assess authenticityand people’s social intelligence allows them to see through phony in about an 18th of second.
Engagement will detach from a narrow focus on the role of employee. Employee engagement will need todetach the engagement part of employee engagement to more speci᭘c engagement. We will need to be morespeci᭘c with such terms as work engagement, organizational engagement, community engagement, project
engagement, , etc. Employee engagement is too narrowly attached to a role and can easily create an us/themexperience in organizations with managers/leaders seeing themselves removed from employees. My preferred termwould be work engagement but I am open to see how this changes.
We will witness stronger independent research on employee engagement. This is vital and important.
22/04/2016 Employee Engagement 2010 Dozen (Feb): The 2020 Vision — David Zinger Employee Engagement Speaker
http://www.davidzinger.com/employeeengagementthezinger2020vision5808/ 5/15
We will witness stronger independent research on employee engagement. This is vital and important.Hopefully Dilbert will not have just one cartoon lampooning engagement but Scott Adams will run a series over aweek or two. Academics and universities can make great contributions to the ᭘eld with their objective, scienti᭘c, andindependent research. Consulting companies have too much of a vested interest in speci᭘c results to place our faithin their research. We need more controlled studies with experimental groups. Although employee engagement isnot a fad there has been too much hype making it seem like a magic management panacea — rather than a key vitaltool and approach to work. As a side note I would love to see best companies or employers not identi᭘ed byconsulting companies with vested interests in selling services to the companies they identify.
The search for the single holy grail de᭘nition of employee engagement will be abandoned in favor ofstronger behavioral and operational de᭘nitions of the term. Let’s drop the hope or search for one singlede᭘nition of employee engagement. The MacLeod report (http://www.davidzinger.com/21-powerful-employee-engagement-points-from-the-uk-macleod-ee-report-3537/) found over 50 di᭘erent de᭘nitions of engagement. Manywriters seem to hunger for a common de᭘nition. I am not sure how important this is, and there are bene᭘ts todiverse de᭘nitions in the early years of this approach to work. I think we need more operational de᭘nitions of
engagement so we know speci᭘cally how people are de᭘ning it rather than all of us de᭘ning it in the same way. Forexample, what is the speci᭘c score and questions that determines if an employee is placed in an engaged ordisengaged category? We don’t all need to agree but we do need to understand fully how the term is being used. Westill have not agreed on a common de᭘nition of love and love has been around a lot longer than employeeengagement.
22/04/2016 Employee Engagement 2010 Dozen (Feb): The 2020 Vision — David Zinger Employee Engagement Speaker
http://www.davidzinger.com/employeeengagementthezinger2020vision5808/ 6/15
engagement.
Engagement will be woven into the fabric of management and tapestry of leadership. This decade willwitness both a broadening and a deepening of engagement. Engagement will become the new term used formanagement or leadership. Engagement and conversation will not be leadership or management skills they will beleadership and management. Engagement is the logical successor to command and control. Henry Mintzberg(http://www.henrymintzberg.com/) made an excellent case for lessening our focus on leadership and suggested weshould focus on “communityship.”
Engagement levels will increase. People are focusing on it, organizations are measuring it, managers areaddressing it, unions are assessing it, individuals are enacting it. This is not so much a prediction as it is my fullintention and application to play a vital role in the increase of employee engagement worldwide for the bene᭘t of all:employee, organization, managers/leaders (who are also employees), customers, and all other stakeholders whohave a role in work including the families of employees.
Engage along with me, the best is yet to be, let’s see not only where we end up in 10 years — let’s fullyengage in our work to make it happen.
—–
David Zinger, M.Ed., is an employee engagement writer, educator, speaker, coach, and consultant. He o᭘ers
22/04/2016 Employee Engagement 2010 Dozen (Feb): The 2020 Vision — David Zinger Employee Engagement Speaker
http://www.davidzinger.com/employeeengagementthezinger2020vision5808/ 7/15
David Zinger, M.Ed., is an employee engagement writer, educator, speaker, coach, and consultant. He o᭘ersexceptional contributions on employee engagement for leaders, managers, and employees. David founded andmoderates the 2100 member Employee Engagement Network (http://employeeengagement.ning.com/). Hiswebsite o᭘ers 1000 posts/articles relating to employee engagement and strength based leadership. David is alsovery involved in the application of Enterprise 2.0 approaches to engagement and the precursor, engagementapproaches to Enterprise 2.0.
Book David for education, speaking, and coaching on engagement today for 2010.
Email: [email protected] Phone 204 254 2130 Website: www.davidzinger.com (http://www.davidzinger.com)
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22/04/2016 Employee Engagement 2010 Dozen (Feb): The 2020 Vision — David Zinger Employee Engagement Speaker
http://www.davidzinger.com/employeeengagementthezinger2020vision5808/ 8/15
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22/04/2016 Employee Engagement 2010 Dozen (Feb): The 2020 Vision — David Zinger Employee Engagement Speaker
http://www.davidzinger.com/employeeengagementthezinger2020vision5808/ 9/15
David Zinger
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Comments
Mike King (http://LearnThis.ca) saysFebruary 27, 2010 at 1:34 am (http://www.davidzinger.com/employee-engagement-the-zinger-2020-vision-5808/#comment-3763)
The e᭘orst driving employee engagement and your network being a big part of it, are de᭘nitely bound toexpand. I like your vision here of what may change but I’d like to hear more on the vision of the results due to
22/04/2016 Employee Engagement 2010 Dozen (Feb): The 2020 Vision — David Zinger Employee Engagement Speaker
http://www.davidzinger.com/employeeengagementthezinger2020vision5808/ 10/15
expand. I like your vision here of what may change but I’d like to hear more on the vision of the results due tothat change? Surely you have more to add on that? I suspect that workplace measures begin to focus onengagement instead of individual performance and that knowing more about your colleagues and teamsbecomes part of our job descriptions, instead of a luxury at select companies.
David Zinger (http://www.davidzinger.com) saysFebruary 27, 2010 at 8:36 am (http://www.davidzinger.com/employee-engagement-the-zinger-2020-vision-5808/#comment-3764)
Mike,
You o᭘er an excellent request to focus on the results. As I see employee engagement primarily as connectionto many factors I expect the results will be individual and collective. Enterprise 2.0 is certainly o᭘ering thechance to enrich connections online while facilitating better connections in person. The organization willbecome a community and HR will become community mobilizers. While doing this we need to keep our eyeon the prize…own the podium, or whatever 1 to 3 results the organization is focused on accomplishing. I willbe writing more about this as I expand the Zinger model.
22/04/2016 Employee Engagement 2010 Dozen (Feb): The 2020 Vision — David Zinger Employee Engagement Speaker
http://www.davidzinger.com/employeeengagementthezinger2020vision5808/ 11/15
David
Chris Young (http://www.maximizepossibility.com) saysFebruary 28, 2010 at 11:02 pm (http://www.davidzinger.com/employee-engagement-the-zinger-2020-vision-5808/#comment-3768)
I love your vision David! I have to agree with you, the importance of employee engagement isn’t goinganywhere over the coming decade. I’ve shared your vision with my readers in my weekly Rainmaker ‘Fab Five’blog picks of the week (found here: http://www.maximizepossibility.com/employee_retention/2010/02/the-
rainmaker-fab-᭘ve-blog-picks-of-the-week-3.html(http://www.maximizepossibility.com/employee_retention/2010/02/the-rainmaker-fab-᭘ve-blog-picks-of-the-week-3.html)) to cue them in on your vision for the coming decade.
Be well!
22/04/2016 Employee Engagement 2010 Dozen (Feb): The 2020 Vision — David Zinger Employee Engagement Speaker
http://www.davidzinger.com/employeeengagementthezinger2020vision5808/ 12/15
Robbert saysJune 1, 2010 at 2:07 pm (http://www.davidzinger.com/employee-engagement-the-zinger-2020-vision-5808/#comment-4095)
Dear David, I like your vision on engagement. What do you see as the future required leadership skills that should lead toan embedded engaged corporate culture? Thanks for your reply.
kind regards, Robbert.
David Zinger (http://www.davidzinger.com) saysJune 2, 2010 at 7:28 am (http://www.davidzinger.com/employee-engagement-the-zinger-2020-vision-5808/#comment-4096)
Hi Robbert: Great question and I realize that I should probably write a post on this not a comment. So I will in the near
22/04/2016 Employee Engagement 2010 Dozen (Feb): The 2020 Vision — David Zinger Employee Engagement Speaker
http://www.davidzinger.com/employeeengagementthezinger2020vision5808/ 13/15
Great question and I realize that I should probably write a post on this not a comment. So I will in the nearfuture. For now I think there is now way to engagement, engagement is the way. Leaders, and isn’t thateveryone in the organization, must engage and energize themselves, take full responsibility for their ownengagement, and be accountable for everyone else’s engagement. We need to really see people, connectstrongly with results, and demonstrate robust caring. David
Craig A saysDecember 30, 2010 at 3:19 pm (http://www.davidzinger.com/employee-engagement-the-zinger-2020-vision-5808/#comment-5448)
Seasons Greetings, David!
Great list, some are interrelated, others are more outcomes of other points. The cream that rose to the top
22/04/2016 Employee Engagement 2010 Dozen (Feb): The 2020 Vision — David Zinger Employee Engagement Speaker
http://www.davidzinger.com/employeeengagementthezinger2020vision5808/ 14/15
Great list, some are interrelated, others are more outcomes of other points. The cream that rose to the topfor me is dropping the search for the Holy Grail One True De᭘nition and focusing on behavioral andoperational de᭘nitions (AMEN!) to which I’d like to add “and meaningful results”.
Part of what will help that along is: Engagement will be woven into the fabric of management and tapestry ofleadership.
If there are meaningful results identi᭘ed, as has been said many times, it will only hasten the weavingprocess!
Best to you, sir!
22/04/2016 Employee Engagement 2010 Dozen (Feb): The 2020 Vision — David Zinger Employee Engagement Speaker
http://www.davidzinger.com/employeeengagementthezinger2020vision5808/ 15/15
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