What is Engagement?

The dynamic relationship between an organization, such as a company, and its members, and how they contribute to each other’s growth.

Engagement is Vital

The fundamental nature of companies is changing. The business environment, the job market, and employee career aspirations and values are radically different from even a few years ago.

Conventional management techniques are no longer as effective as they used to be. Trends such as the shift from personnel systems based on seniority towards meritocracies based on achievement, the rapid advances in information technology, and the increasing complexity of the business environment contribute to the increasing difficulties of personnel management. Furthermore, highly skilled workers have become more willing to change companies in order to find a more rewarding working environment. Many companies will soon find it difficult to succeed unless they change not only their structures but also their corporate cultures, including the relationship between management and workers. Companies need to create an organizational environment that recognizes each worker’s personality and Inclination and allows him or her to work both proactively and autonomously.

For both organizations and workers to continue to develop and prosper, a new and innovative relationship between the organization and the individual must be built. This new relationship is called engagement.

Why Engagement?

• Engagement appeals to the increasing number of people who are seeking to gain fulfillment and further their personal development while contributing to stakeholders, as well as to society at large, through work.
• Engagement is defined by and develops along with the individual’s perception of three fundamentals: his or her working style fit, ability to contribute to the organization and wider society, and camaraderie with other members.
• Individuals with a strong sense of engagement are more likely to work successfully and with pleasure: they’ll be more productive, work to their full potential and strive for further development.

Fostering Engagement

• The organization and the individual can take action to change the perception of the organizational and so engagement.
• Engagement requires relationships in which organizations and employees contribute to each other’s growth. Failing to do so results in the individual passively depending on or even opposing the organization.
• To foster Engagement it is essential to think of engagement in three ways: A) Engagement Fundamentals: the character and level of engagement B) Inclination: the desire, interest and enthusiasm members have for their work C) Perceived Organizational Qualities (POQ): members’ perception about the organization

Our Studies and service on Engagement

• We are currently in the process of researching and investigating Engagement.
• We provide surveys, workshops, and facilitator training on Engagement. For more details on our service*, please click on the link below
  * Our service is currently provided in Japanese only

• The Engagement Survey
• The Engagement Survey Feedback
• Applying The Engagement Survey Results
• The Engagement Survey Process