I have blogged about the Red Sox’s 2012 season-it wasn’t pretty, and for many Boston fans, you fall into 2 camps:
Engaged, Red Sox Fans: Ladies-this is not a blog about how to get land a professional baseball-player husband (although pink hats will ask, is Jacoby still single?). Last year was awful, but it is a new season, a new manager – stuff happens. Hell we went 86 years without a World Series Championship-and you want to give up now?! Fair weather fans. They are off to a great start, returning from a 6 game trip with a 4-2 record. This is their best start through six games since 2006.
Disengaged Red Sox fans: Turned off by their 2012 poor performance, spoiled attitudes and antics with their leadership and players. Many fans are still disgraced with Red Sox leadership and how they treated Francona during his departure. Even our beloved, scrapper, Pedroia had diva moments. Chicken and beer doesn’t sound as appealing. Ticket prices are too high, they are fed up with late announcements for postponed games due to rain (only to earn money at the concession stands). When can we start debating if the Patriots decision to not resign Welker was the right call? We miss Mike Lowell. We are over the Sox.
If all I wrote about was sports (or entertainment news), my boss would ask me to seek another career. However Red Sox fans feel mirror how many employees feel about their organizations, management, leadership and work culture.
Most of us won’t earn $82,500,000 over 5 years, like starting Sox pitcher, John Lackey but we face engagement at the office every day. There are parallels to disengaged and engaged sports fans, and engaged companies and employees.
Engagement: Do you love where do you work? Do you have a culture of accountability and performance? Does you organization believe your leadership team is competent and ethical? Do you respect your leadership tea and supervisors? Do you know your company’s goals, values and mission? Do you know how your work and results align with the overall company’s?
Disengagement: When you wake out of bed, do you dread getting to work? Do you think, I have to work another day with these bozos? Why do I have to do this project-as it has no impact? Are you frustrated that a “B” team player received the same merit bonus as you did, when you produce higher results and “give more”?
Our definition of employee engagement is: Unlocking your employees potential to drive high performance resulting in the capture of Discretionary Effort.
Crave a more Casual Definition?
- When a company and an employee would “go through a wall” for one another
- One team, One goal
- Emotionally Committed
- Sense of Community (common purpose, aligned vision, etc.)
There are many different definitions, but the accurate ones capture mutuality between employer and employee, emotional connections, performance, and characteristics such as trust, authenticity and a above and beyond culture.
If you are a disengaged Sox fan-will you still be if they have a winning season, less pre-Madonna antics, and show respect across all team levels?
If you are engaged Sox fan today-will you still be if their season mirrors 2012?
If you are engaged at work-how can you to further help spread that culture in your organization?
If you disengaged at work–have you considered a change? Remember, you are not handcuffed to your desk-you can be on the free market if you wish.
Steph. Mello, VPE
