Engagement farming refers to manipulative strategies designed to artificially boost engagement metrics like likes, shares, and comments and followers on social media posts. Engagement farming refers to a range of deceptive practices on social media designed to artificially inflate engagement metrics. A lot of business leaders follow such a strategy to manga up and manage down in a business organization. Is anything wrong with this type of social practice? Let beholder be the judge. Engagement in a company is necessary for a sense of purpose, a deep commitment to the organization, dedication to performing well, a collaborative attitude, good communication with co-workers and leaders, and the ability to give and receive feedback positively. Steps to employee engagement include valuing innovation and agility, recognizing and reward employee performance, and foster strong relationships. However, engagement farming is when users try to draw more attention to their posts by encouraging others to interact with their content. Five primary goals of engagement include: informing, consulting, involving, collaborating, and empowering. The four key areas of employee engagement are emotional, cognitive, behavioral, and social engagement. These are interconnected and crucial for a company’s success and a healthy organizational culture. The Golden Rule is to empathize with others, including those who may be very different from us, to understand, respect and ultimately meet their expectations. The 4P framework includes four distinct principles: Process, Partnerships, Place, and Purpose. The idea is how of actions is as important as the what. Click bait on social media refers to content designed to artificially boost engagement metrics (likes, shares, comments) by prompting users to interact, even if the content itself is not genuinely valuable or meaningful. Posts or pages overtly request engagement (likes, shares, comments, reactions, tags, etc.) to artificially inflate engagement numbers and gain greater reach. The primary goal is to trick the algorithm into thinking the content is popular, leading to more visibility and engagement. The more interaction a post gets, the higher its visibility on social media platforms. This is primarily due to the algorithms employed by these platforms, which prioritise content with higher engagement. The 4 pillars of employee engagement—Culture, Alignment, Connection, and Accountability—are interdependent and essential for creating a highly engaged workforce. Organizations that invest in these pillars create an environment where employees feel valued, connected, and motivated to contribute their best. The 8 Cs of engagement are: Competition, Challenge, Curiosity, Controversy, Choice, Creativity, Cooperation, and Connection. The three pillars of engagement are defined as Empowerment, Enablement and Connection. Intentionality and precision, hallmarks of clarity, must be the first rule of engagement. The 4 Rs of engagement are: Respect, Relevance, Reciprocity, and Responsibility. Productive engagement can be complex with three phases (Pre-Engagement, Engagement and Contracting). The key drivers of employee engagement are: Safe, dedicated working environment, Tools and processes, Feeling valued and involved, Psychological safety, Fairness, Ownership, Autonomy, and Progression. The Rule of Three is a principle in communication that suggests that ideas or concepts presented in groups of three are more engaging, memorable, and persuasive. It is based on the understanding that our brains naturally seek patterns and rhythms, and the number three creates a satisfying and memorable structure. The 14 drivers of employee engagement are clarity of expectations, having the tools required to do one’s job, doing work that leverages one’s strengths, recognition, growth, feeling heard, meaningful work, excellence, belonging, feedback, autonomy, trust, well-being, and feeling cared for by leaders. Rules of engagement (ROE) – define the circumstances, conditions, degree, and manner in which the use of force, or actions which might be construed as provocative, may be applied.The three levels of employee engagement are: actively engaged, not engaged, and actively disengaged. The process of adjusting any sort of components through a system of the proper Inter-relationship between them is known as alignment. Five areas of engagement are: exploration, realisation, anticipation, persistence and initiation. In the engagement pyramid model, the ‘base’ of the pyramid is composed of many people who engage at a low level. Levels are made up of progressively fewer people who engage at a deeper level—all the way up to the leaders or champions of your organization. A “ladder of engagement” is a framework used to visualize and strategically move people from passive to active involvement with an organization or cause, by starting with easy actions and gradually progressing to more significant ones. The hierarchy of engagement has three levels: 1) Growing engaged users, 2) Retaining users, and 3) Self-perpetuating. The engagement scale splits engagement into seven indications – persistence, initiation, curiosity, investigation, anticipation, responsiveness and discovery.

When all is said and done, we are EVERYTHING we will never be: rights and responsibilities – the order of which is full of difficult decisions in life