<p>There are a lot of frustrated people in the workforce today. We&rsquo;re not talking about the incorrigible office grump or the permanently unmotivated slacker. We&rsquo;re referring to dedicated and valued workers who are prevented from achieving their potential by organizational obstacles.</p><p>Workplace frustration is a silent epidemic creeping through every organization&mdash;but one rarely confronted or even recognized. Frustration wears down motivated, dedicated employees who really care about their jobs but can&rsquo;t get the support they need to work effectively. Focused on making contributions, they are often loath to complain or make waves, leaving managers in the dark about what&rsquo;s really going on.</p><p><em>The Enemy of Engagement</em> analyzes workplace frustration in detail and pinpoints solutions. Based on original research conducted by the prestigious Hay Group, the book uncovers the fact that the organizational barriers that are the root cause of frustration can&rsquo;t be fixed with splashier leadership or more engaged employees. What&rsquo;s needed are informed, targeted management practices that enable employees to do their jobs. Packed with new findings, a lively case study, and self-assessments, <em>The Enemy of Engagement</em> explains how to:</p><p>&bull; Provide clear direction about organizational priorities to help people focus on the highest-value tasks</p><p>&bull; Encourage superior levels of teamwork both within and across business units to help everyone cope with work demands</p><p>&bull; Support training, development, and empowerment opportunities to ensure that employees have the skills and authority to get the job done</p><p>&bull; Provide the tools, information, and other resources employees need to work efficiently and effectively</p><p>Having highly engaged and enabled employees leads to dramatically better productivity, improved financial results, and more loyal customers. <em>The Enemy of Engagement</em> gives managers powerful new insights and research-based tools for ensuring their teams are both willing and able to make maximum contributions.</p>