Employee Engagement


Employee engagement is an extremely powerful force that has the potential to impact an organization’s trajectory.

SEVENTY PERCENT OF WORKERS in the United States are not engaged, according to Gallup.

Since high engagement can lead to success, while low engagement can harm productivity, this statistic should be alarming to employers.

Engaged employees are more than just satisfied with their jobs, they are committed to the company and its goals. They have passion, pride and energy for their work and their organization, and are willing to go the extra mile on a regular basis. Employees who are truly engaged stay because they enjoy their work and support the company.

The level of employee engagement serves as a test for how likely workers are to put forth their best effort each day. Having low engagement means employees are not committed to their own success in the workplace, let alone the organization’s. This kind of attitude can initiate a downward spiral for a company.

We will dedicate the first quarter content to further explain the significance of employee engagement, show how it is being successfully cultivated in the workplace and suggest engagement improvement strategies.

The beginning of the year is the perfect time to ramp up the initiative that directly affect engagement such as goal setting, communication, and recognition.

We will begin this quarter by providing details on the significance of engagement. Stay tuned for next months edition where will offer suggestions on ways to invest in employee engagement.

There are many factors to employee success in the workplace. For example, ambition, tact and creativity can increase an employee’s value in an organization. But engagement—on the whole—may be the most important factor of all because it is owned and internalized by each individual. This means engaged employees want to succeed, which, in turn, furthers the organization’s success.

In order to understand what makes a team and the members on it successful, Google examined more than 250 attributes of its employees. Based on its research, Google published what it believes are the five keys to a successful team at its company:

  1. Psychological safety
  2. Dependability
  3. Structure and clarity
  4. Meaning of work
  5. Impact of work

All five of these points rely on a varying degree of employee engagement. For example, employees who are unmotivated and disengaged may foster an uncreative environment, meaning others may not feel inspired to share ideas with them. Similarly, many disengaged employees cannot be depended upon, especially if they let their disinterest affect the quality of their work.

Furthermore, many disengaged employees do not see meaning in their work, which can harm an organization and cause its team structure to crumble.

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