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How your approach to Talent Management can destroy meaningfulness at work

This paper looks at how meaningfulness at work is a foundation for employee engagement.   

In this paper, we draw on the research of Professor Katie Bailey and an MIT/Sloan paper which introduces the 7 Sins of Meaninglessness.

We consider these 7 sins and look at how these can be avoided by adopting specific Talent Management practices.

  • #1 - Disconnecting people from their values
  • #2 - Taking employees for granted
  • #3 - Setting pointless work tasks
  • #4 - Operating Unfairly
  • #5 - Overriding employee judgement
  • #6 - Isolating employees
  • #7 - Making employees take unnecessary risks