We also know how significant it is when applied to the context of organizational performance, overall job satisfaction, productivity levels, etc. But have you ever paused to think…what exactly is employee engagement, and how would one go about defining an engaged employee? Simply put, is it based on a worker’s excellent communication skills, ability to accomplish projects within a specific time frame, or do you consider an employee engaged simply if he or she shows up to work on time?
Although the actual definition is subject to change depending on varying contexts and organizational perspectives, Gallup Research has provided us with some generalized distinguishers between your typical engaged versus non-engaged employee.
In fact, according to Gallup there are three distinct employee types. Let’s take a look at each:
1) Engaged Employees: work with passion and feel a profound connection to their company. They drive innovation and move the company forward
2) Not-engaged Employees: are essentially “checked-out.” They are sleepwalking through their workday. They are putting in time, but not enough energy or passion in their work.
3) Actively Disengaged Employees: aren’t just unhappy at their work; they’re busy acting out their unhappiness. Every day, these workers undermine what their engaged coworkers accomplish.
So, now you know the varying degrees and corresponding definition of engaged (or disengaged) employees, but what does this mean for you organization?
Clearly, the desired state is a high performing company full of Engaged Employees. Unfortunately, the truth is that Gallup has identified 70% of employees fall into the bottom two categories. To combat this issue, let’s discuss some easy ways you as a business stakeholder can take action in the employee engagement dilemma:
1) Create an Employee Engagement Survey and see where the issue lies.
2) Develop clear objectives that focus on increasing areas of employee satisfaction
3) Look into programs that improve Employee Engagement
About the Author
Engaging employees of various backgrounds, interests, and generations may seem next to impossible. As an employer you want to reward your workers on an individual and meaningful level for reaching business goals, but may not have the time or knowledge to do so. If your organization is suffering in the areas of: retention, attracting new talent, low satisfaction, or safety issues among others, consider partnering with Perks. By pairing our Science of Motivation™ methodology with your unique business needs, our incentive programs have a proven track record of strengthening all areas of employee engagement, most importantly: productivity and ROI. Our programs provide unique employee engagement solutions by rewarding workers based on performance. Whether rewarding an employee for going above and beyond, referring new talent, or taking the necessary steps to prevent workplace accidents, Perks will work with you to design the ultimate incentive program to meet your needs.More Content by Perks WW Employee