MX Bites / August 25, 2022
What exactly is it that drives employees to go above and beyond their call of duty? What are the defining characteristics that sets one apart from the other? Well, it goes without saying that employee engagement can be critical to a company’s success, given its evident ties to job satisfaction and employee morale. It is an approach that increases the chances of business success, contributing to organizational and individual performance, productivity, and well-being. It can be measured. It varies from poor to outstanding, and can be nurtured and dramatically increased; it can be lost and thrown away.
An essential aspect of creating and maintaining employee engagement is communication. Engaged employees are more likely to be productive and higher performing, often displaying a greater commitment to a company’s values and goals thus, based on trust, integrity, two-way commitment, and communication between an organization and its members.
Having a passion for the job drives interest, and that in turn drives engagement, yet all too often people land jobs that they are not entirely committed to growing in, and more frequently jobs are accepted on the premise of financial gain, by doing the bare minimum.
“Happiness at work is not the cause of employee engagement. It’s the result.”
It’s no secret that the collective has created an equally toxic perception of what a committed staffer should embody to be considered engaged – by simply fostering the dogma that going the ‘extra mile and putting in extra hours will have you springboard the corporate ladder. And while this is typically an avenue that is valued in the working world, it is abused and has somehow become a standard that eventually leads to employee burnout paired with the resentment of the job itself.
In the end, an engaged employee receives support from all divisions within the organization, so that work-life balance is encouraged, that way organizations avoid perpetuating putting in extra hours and biting off more than they can realistically chew.
Tell-tale signs of an engaged staffer;
- Harnessing great interpersonal skills. Engaged employees don’t just look to talk to the people around them, and are often seen offering useful advice. They take the initiative to keep coworkers and managers informed about ongoing projects and care about making sure you understand what they mean and vice versa. They’re both open to communication, as well as constructive criticism, and are good at it.
- Contributing to the overall positivity. Employees showcase high levels of enthusiasm and optimism and share infectious energy amongst peers, therefore creating a good work environment. Engaged employees make work better for others too. Whether it’s through constructive conversations, strong mentoring, or a good outlook, they will make your office a better place to be.
- Broadened and synergetic persona. Truly engaged employees aim at looking at the larger goal in mind – they are also open to sharing their views not just with management but their team, bringing others along for the journey in hopes to succeed as a collective.
- Endeavors to complete goals and exceed expectations. This should be apparent, but sometimes it’s too easy to move to the next project without evaluating how your team members performed. Engaged employees typically will surpass the goals you set for them. In the rare instance a project does not go as planned, they will be the first to analyze it and take lessons from that to future projects.
- Striving towards personal and professional development. Team members who can explore extra areas of development in their role is an excellent indicator that they are earnest to grow within the business. Sharing the aptitude to learn new skills and further showcase that to peers signals a team player who is focused on overall growth. Those who are engaged will want to learn and grow.
- Referrals & Retainment. Happy staffers spread the word, and happier staffers stick around for the long haul. The effect of engagement in your hiring process makes a substantial difference, and so do the unfolding touch points of their journey with you. Are people referring to their friends? Are you able to fill open positions and promote them from within the company? Do employees stay with the company longer term? These are all indications of engaged employees.
What signs of engagement do you see in your employees?