The Workplace Engagement Solution: Find
a Common Mission,
Vision, and Purpose
with All of Today’s
(Career Press, 2017)
By David Harder
Organizations spend billions of dollars
every year on initiatives to boost employee
engagement, with questionable results.
Globally, engagement is at only 13 percent.
The problem, maintains author David
Harder, head of consulting company
Inspired Work, is that leaders aren’t teaching workers the skills they need to navigate
change. It’s time for these leaders and HR
to be role models for the behaviors they
want to see—and to take charge in developing programs that spread that conduct
throughout the workforce. According to
Harder, engaged leaders are those who:
• Take charge of the culture personally.
• Develop a strong leadership brand,
as evidenced by consistent behavior and
• Lead by example and favor democracy
• Express continuous, genuine and worthy praise to employees.
• Constantly seek ways to keep their talent relevant.
• Treat people as the organization’s
greatest asset versus a potential liability.
• View engagement as a profit source
rather than as an expense.
• Tell themselves and others the truth,
especially about change.
• Show respect toward all employees
and learn from all of them.
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HR Magazine Book Blog:
From Hello to Goodbye: Proactive Tips for
By Christine V. Walters,
The second edition
of this best-selling guide features new
research and tips for preventing workplace
bullying and avoiding costly litigation.
It includes advice on complying with
complex statutes and updating workplace
policies. Attorney and author Christine V.
Walters advocates a proactive approach
to dealing with some of the sticky situations that can arise in the office. Here’s a
Employee handbooks. Your handbook
is only good if you apply it. If you rarely
enforce a policy, “the day you want to do
so may likely be the day you appear to give
adverse treatment based on an individual’s
protected status,” Walters writes.
Onboarding. Let new workers know
where they fit in. Show them the organizational chart. Encourage them to tour other
key departments. “The more the employee
understands the scope of the entire organization’s processes, and not just those of his
department, the more apt he is to feel part
of the entire organization.”
Disability and leave. Have you ever
found out from a supervisor that an
employee has been absent for several
weeks without HR’s knowledge? That’s
all too common because managers don’t
know the details of federal and state leave
laws—and they shouldn’t be expected
to. But they are on the front lines, so train
managers on communicating with HR.
New and Notable Titles from HR Magazine’s Book Blog
The Power of People
Skills: How to Eliminate
90% of Your HR Problems and Dramatically
Increase Team and
Company Morale and
(Career Press, 2017)
By Trevor Throness
As every HR person knows, people aren’t
widgets—and it’s no use trying to manage
them as if they were by taking a rigid, one-
size-fits-all approach to your workforce.
That’s why author Trevor Throness advises
HR professionals to stop taking on the role
of overseeing people and to start thinking of themselves as leaders—or, better
yet, coaches. Throness, a business coach
himself, maintains that only by taking an
unvarnished look at each employee can
you know who your true stars are and
spot—and address—the underperformers
who can sink your business. He offers four
simple questions you can use to distinguish
the rock-star workers from the not-so-great:
• If you could do it all over again, would
you rehire her?
• Does he take stress away?
• How would you feel if she quit?
• What if everyone in your business was
just like him?
A poor culture tolerates underperfor-mance, but a great one insists that every
person on the team play a starring role,
according to Throness.
Why Are We Here, Again?
61% of employees don’t know what their company’s mission statement is.