What is “Employee Engagement” and why does it matter?
Whether you own a company, work as a manager or an employee, you should be thinking about “Employee Engagement”. Especially its effect on the bottom line of business and quality of life.
Several definitions have been put forward on this concept.
Cornerstone University has published a good article about Employee Engagement.
And here is how Modern Survey describes Employee Engagement like this: “Engagement is the degree to which employees are psychologically invested in the organization and motivated to contribute to its success”.
In my mind this matter to you, due to the number of hours you are putting into your work.
Engaged employees are more likely to be promoting the organization they work for. They give better services and do more quality work. They are more willing to take extra steps to help the organization succeed. They have better relationships at work. Last but not least, they have a greater quality of life.
Disengaged employees are more likely to be looking for another job. In general, they use more sick-days. They make more mistakes and give worse service. They tend to have a lower quality of life.
Which group do you belong to?
A lot of researches have been done on this matter. The results vary between countries, sectors, organizations, generations etc.
On average I have seen numbers for highly engaged employees in the range of 14-30%. The numbers for disengaged employees lie sadly in the range of 22-25%.
How to improve quality of life with a greater engagement at work
You most likely spend about 50% of your waking hours, every day, at work. If we count in everything you do that is work-related, the number may rise up to 80%. Following up on these high numbers I want to encourage you to start taking control of your own engagement at work. Especially since it greatly affects your quality of life. Stop waiting for others to do something for you to feel more satisfied or engaged at work.
There are several factors that influence your engagement at work, most common are these:
- To which level you feel appreciated at work
- This has to do with your relationships with your managers. How much does your opinion count? How satisfied are you with the compensation you are getting etc.
- To which level you feel able to achieve things at work
- This can be things like how well you feel able to use your capabilities or your mastery. What autonomy you have in your job. If you have all the tools and info you need to do your job etc.
- How satisfied you are with your career development
- Do you get the chance to learn new things? Do you feel trusted? Do you get chances to take on new challenges and interesting assignments etc?
- How strongly you believe in the organization´s future, its vision, strategy, and goals?
- Do you have faith in the management? Do you see the relation between your job and the organization´s vision? Do you see a purpose in what you do etc?
Are you satisfied with the state of these factors? If not, then you should start thinking about what options and opportunities you have.
Maybe you have to look at how you communicate with your manager or co-workers. Or how strong your relationships are at work. Are you in a job that fits you right etc.? Hopefully this is something you can improve at your current workplace.
There more engaged at work you are, the better you do at your job.
If you are happy with yourself and how you do at work you are more likely to have a better quality of life.
Here you can fill out an engagement survey to find out your own engagement at work. For free you can get your own individual overall engagement score. You will also get actionable guidance on how to really step up, own your career and therewith improve your quality of life.
My book; Rekindling your spark: Strategy for better Self-Leadership is now available to you on Amazon. It includes various tips, tools, and exercises.