Most “employee engagement” advice is fluff. In this episode, we get specific. We define engagement in operational terms—what people do, why they do it that way, and how they do it together—and connect it to leadership behaviors, communication cadence, and autonomy/collaboration.

You’ll learn how to cascade organizational KPIs down to roles (3–5 per role), build clear job descriptions and competency models, and use validated assessments to hire for traits that actually drive results (attention to detail, punctuality, sense of urgency, resilience, follow-up). We also debate the big lever: hiring vs. training—and why hiring right usually wins.

What’s inside

• A crisp, non-fluffy definition of engagement

• The “What • Why • How” framework for organizational knowledge

• Leadership as observable behaviors (not styles) + communication rhythms

• Turning strategy into role-level KPIs and measurable accountabilities

• Competencies that move business levers (with real examples: bakery, CS, fulfillment)

• Hiring > Training? When assessments beat remediation

• Teaser for next time: “Welcome to Crazy Town” (organizational defensiveness)

If this helped, like/subscribe and drop a comment with your toughest KPI or competency question—we might feature it next episode.

#EmployeeEngagement #HR #Leadership #KPIs #PeopleAnalytics #JobDescriptions #Competencies #Hiring #Training #WorkplaceCulture #OperationalExcellence #ScienceOfEngagement