Organizations get the employee engagement they deserve because they prompt it. Purpose-driven organizations that let employees co-create the path forward get employees committed to the cause. Those that invite their employees to contribute are more likely to get those contributions. Organizations with a command and control way of operating get mostly compliant employees. And organizations that continually re-organize and do not give their employees clear direction should not be surprised if their engagement scores are low. 

 As Jim Whitehurst learned in his own onboarding as CEO of Red Hat, in an organization with high levels of employee engagement it’s more about sparking conversations and getting out of the way. Hyper-committed people aren’t going to follow your direction. They’re going to do whatever it takes to drive the organization’s purpose.

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