In a new book, From Workplace to Playspace, Pamela Meyer reports on a study by Patrick Kulesa involving 664,000 employees worldwide.  The results of the study show  there is  a direct correlation between productive play and engagement that leads to commitment.  If organizations create a ‘space’ where employees can be engaged in playing out possibilities, creating fresh ideas and considering new perspectives, they become committed to their purpose within the organization.  To learn more go to www.meyercreativity.com.In 1995 when I assumed directorship of a Career Services department within a Michigan university, I transformed the once low engagement department into a fully engaged team of committed professionals.Each day was a new adventure, another problem to solve or a new opportunity to develop as a high performance team.  Everyone worked to their strengths, we understood and leveraged what each of us brought to the table and we were all fully engaged in the process of success.  When I think back on all of the accomplishments this small team of six achieved over those eight years, I marvel when I compare them to schools four times our size.  We were an award winning operation and generating funding that was twice our operating budget.So if you are looking at your bottom line and not seeing the results you want, begin taking a look at whether or not your organization is fully engaged.  Before you lay off the very individuals who can save you, start talking, involve them in decision making, challenge your assumptions and bring in high engagement consultants who can help you change your culture to create a high engagement organization.  Go to www.successworkonline.com for more information.