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Are you Engaged at Work? Why it matters to you and your company.

Posted By National Wellness Institute, Friday, June 28, 2013


Are you Engaged at Work? Why it matters to you and your company.

Data released in June 2013 from Gallup suggests companies that address employee engagement may have an easier time thriving…even in tough economic times. The data was part of a 2012 Gallup study using 263 research studies across 192 organizations in 49 industries and 34 countries. The outcomes mirrored those of the seven previous studies done on the subject of employee engagement. Specifically, it confirmed the link between employee engagement and nine performance outcomes:

· customer ratings

· profitability

· productivity

· turnover (for high-turnover and low-turnover organizations)

· safety incidents

· shrinkage (theft)

· absenteeism

· patient safety incidents

· quality (defects)

For employers, Gallup uses the following tested statements to measure employee engagement:

1. I know what is expected of me at work.

2. I have the material and equipment I need to do my work right.

3. At work, I have the opportunity to do what I do best every day.

4. In the last seven days, I have received recognition or praise for doing good work.

5. My supervisor, or someone at work, seems to care about me as a person.

6. There is someone at work who encourages my development.

7. At work, my opinions seem to count.

8. The mission or purpose of my company makes me feel my job is important.

9. My associates or fellow employees are committed to doing quality work.

10. I have a best friend at work.

11. In the last six months, someone at work has talked to me about my progress.

12. This last year, I have had opportunities at work to learn and grow.

Why is engagement at work good for employees? First, engagement is not happiness specifically. Engagement is not necessarily satisfaction either. Engagement at work is care. An engaged employee will go the extra mile to make sure something is done properly. An engaged employee will stay late when needed, but also might switch jobs if they are not happy or satisfied.

A 2011 study published in the Current Directions in Psychological Science (see link below) points to data that suggests engaged employees are also happier. Specifically, the study suggests engaged employees feel more in control of their situations at work and when they don’t like something, they are more likely to take the steps to fix or address what they don’t like and thus have a better chance of being happier.

Not engaged? Feel your employees could be more engaged? Use the 12 statements above as a guide for change. Employees, talk to your supervisors about achieving these statements. Supervisors, ask your employees how they feel with regards to the above statements. It is a great place to start the conversation.

Bakker, A. (August 2011) An evidence-based model of work engagement. Current Directions in Psychological Science. Retrieved June 24 from: http://cdp.sagepub.com/content/20/4.toc

Gallup. (2013) State of the American workplace. Retrieved on June 24 from: http://www.gallup.com/strategicconsulting/163007/state-american-workplace.aspx

Tags:  Engagement  July 2013  Occupational  Physical 

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