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:
high-turnover and low-turnover organizations)
For employers, Gallup uses the following
tested statements to measure employee engagement:
I know what is
expected of me at work.
I have the material
and equipment I need to do my work right.
At work, I have the
opportunity to do what I do best every day.
In the last seven
days, I have received recognition or praise for doing good work.
My supervisor, or
someone at work, seems to care about me as a person.
There is someone at
work who encourages my development.
At work, my opinions
seem to count.
The mission or purpose
of my company makes me feel my job is important.
My associates or
fellow employees are committed to doing quality work.
I have a best friend
In the last six
months, someone at work has talked to me about my progress.
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
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.
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