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The Secret to a Productive, High-Performing Workforce: Employee Engagement

The Secret to a Productive, High-Performing Workforce: Employee Engagement

An engaged employee is more productive and willing to go above and beyond what is asked of them. On the other hand, a disengaged employee may still perform their tasks but is likely doing only the bare minimum required. Unfortunately, there is a shockingly high level of disengagement among some workforces (according to recent Gallup polling).

What does it mean for an employee to be “engaged”? An engaged employee can find a balance between 1) their satisfaction - what they want out of their work experience, and 2) their contribution - what the organization needs from them. An employee who enjoys the work they do while achieving a high level of performance for their organization is an example of an engaged employee.

An employee’s personal motivation is an important driver of engagement. While each employee has a responsibility to be self-motivated, a manager can help by establishing workplace conditions where an employee applies themselves effectively.

  • Purpose: Employees want to feel like their work is meaningful and that they are contributing to a greater purpose. Managers can help employees find meaning in their work by communicating how their role contributes to the organization's overall goals.
  • Feedback: Employees need regular feedback on their performance to know whether they are meeting expectations or not. Managers can provide regular feedback on performance and recognition for a job well done.
  • Resources: Employees need access to the necessary resources and tools to do their job effectively. Managers can ensure that employees have the right resources and tools to do their job.
  • Continual Learning: Employees want opportunities to learn and grow in their roles. Managers can provide ongoing training and development opportunities to help employees improve their skills and advance in their careers.
While management often defaults to compensation as an engagement factor, it is not the only or even the most effective influencer of employee engagement. Career and job fit, reward and recognition, and alignment with the organization's mission or cause are all essential factors to consider:

  • Job Fit: Employees want to feel like they are a good fit for their roles. Managers are often able to rotate an employee through a range of jobs to discover where an employee can use their skills and abilities to their fullest potential.
  • Reward and Recognition: Employees want to feel valued and recognized for their contributions. Managers can provide recognition for a job well done and reward employees for their efforts.
  • Alignment with Mission: Employees want to feel like they are working towards a common goal. Managers can communicate the organization's mission and values to help employees understand their role in achieving those goals.

If your organization desires to create a happy, productive, and successful workforce, then focus on cultivating employee engagement. Provide employees with opportunities to use their full skill set. Set up the conditions to energize them and help them find their motivation to engage. Help your employees achieve a tangible balance between their contribution to the organization and their personal satisfaction.

If you're interested in learning more about facilitating employee engagement, consider enrolling in our upcoming course on Apr 24, 2023. Our course is designed to help managers and supervisors understand how to establish an environment that positively impacts employees' ability to engage with their work. You will learn about the key factors that contribute to employee engagement, such as motivation, purpose, and workplace conditions, and how to create a work environment that encourages and supports engagement. 

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