{"id":2310,"date":"2016-11-29T08:31:51","date_gmt":"2016-11-29T13:31:51","guid":{"rendered":"http:\/\/www.davidcmills.com\/blog\/?p=2310"},"modified":"2016-11-29T08:31:51","modified_gmt":"2016-11-29T13:31:51","slug":"%e2%80%8bhow-to-turn-employee-compliance-into-employee-engagement%e2%80%8b","status":"publish","type":"post","link":"http:\/\/www.davidcmills.com\/blog\/%e2%80%8bhow-to-turn-employee-compliance-into-employee-engagement%e2%80%8b\/","title":{"rendered":"\u200bHow to Turn Employee Compliance Into Employee Engagement\u200b"},"content":{"rendered":"

\"\"“When we take the concept of management off its pedestal, we can see it for what it is: a technology for organising people into productive capacities. The thing is, this technology is from the 1850s, and we don\u2019t use too many 19th Century technologies anymore, do we? We\u2019ve upgraded most of them. \u00a0Even though the technology of management is still one of the greatest technologies humankind has ever invented, it\u2019s a technology with a singular purpose \u2014 compliance. Management is designed to get people to do what you want them to do, the way you want them to do it. The truth is we still need compliance in our organisations. But more and more we need engagement, and 3 engaged employees out of 10 just isn\u2019t working anymore. \u00a0If you really want engagement, rather than compliance, you\u2019ve got to use a different technology \u2014 the technology of self-direction.”<\/p>\n

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