{"id":448,"date":"2017-08-07T00:30:01","date_gmt":"2017-08-07T00:30:01","guid":{"rendered":"http:\/\/meglehigh.com\/?p=448"},"modified":"2017-09-10T13:21:00","modified_gmt":"2017-09-10T13:21:00","slug":"truthaboutemployeeengagement","status":"publish","type":"post","link":"https:\/\/jurus.net\/meglehigh\/truthaboutemployeeengagement\/","title":{"rendered":"Why You Should Pick Up \u201cThe Truth About Employee Engagement\u201d"},"content":{"rendered":"

\"\"Originally published as \u201cThree Signs of a Miserable Job,\u201d Patrick Lencioni\u2019s \u201cThe Truth About Employee Engagement<\/a>\u201d is a must-read for leaders in any organization. Despite the alarming original title, the book actually highlights the essential role a leader plays in bringing out the best in their teams. And without playing this role, leaders can forget about having employees who are engaged in their jobs and loyal to their company.<\/p>\n

In the book Lencioni argues that the three causes of job misery are anonymity, irrelevance and immeasurement. Said another way, employees need to be seen and heard, they need to know that their work matters, and they need concrete feedback on what they\u2019re doing.<\/p>\n

Studies show an employee\u2019s relationship with his or her manager is the single biggest factor in job satisfaction. And relationships are built on bringing meaning to their work. So how do you do it?<\/p>\n

I won\u2019t say it\u2019s easy, but here are some steps you can take to start building the bridge:<\/p>\n