Employee Engagement is a reflection of your Personality. Most people want a job, a boss, and a workplace they can engage with, and work that gives them a sense of purpose. This aspiration is embodied by Steve Jobs:
“Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do.”
The Evidence for Employee Engagement
The scientific evidence suggests that few things are more critical to an organisation’s success than having an engaged workforce. When employees are engaged, they display high levels of enthusiasm, energy, and motivation. This translates into higher levels of job performance, creativity, and productivity. This not only leads to higher revenues and profits for organisations, but also increased well-being for employees. In contrast, low engagement results in burnout, increased turnover, and counterproductive work behaviours such as bullying, harassment, and fraud.
It’s therefore not surprising that a great deal of research has been devoted to identifying the key determinants of employee engagement. Why are some people are more engaged — excited, moved, energised by their jobs — than others?
Traditionally, this research has focused on the contextual or external drivers of engagement, such as job characteristics, organisational culture, or leadership quality. Although there is no universal formula, it’s generally the case that people will feel more enthusiastic about their jobs when they are empowered to achieve something meaningful beyond their expectations, feel connected to others, and when they work in an environment — and for someone — that is fair, ethical, and rewarding, as opposed to a constant source of stress.
Follow this link to read this article in full on the Harvard Business Review site.