The Science of Engagement

Tired of the Same Old Thing? Same.

Are you tired of the same old thing? Us too. 85 percent of employees surveyed by Gallup feel the same way - disengaged or actively disengaged from their work. So, what’s all the fuss about? Let’s take a look at four key areas that contribute to employee engagement and figure out how we can make changes for the better!

Meaningful Work is Key

Meaningful work helps employees understand how their day-to-day actions contribute to the greater good. It helps them connect with your organization’s purpose and mission and feel like they belong. If employees don’t have meaningful work, they won’t have any motivation to stay in their roles long term.

Job Satisfaction Matters Too

Job satisfaction is all about the relationship between employees and their work tasks. Do they feel in control of their tasks? Do they have an understanding of why their job matters and how it fits into broader goals? A lack of job satisfaction often leads to burnout, which is why it’s important to provide adequate support to your team and ensure that everyone understands how their role contributes to the success of the organization.

Recognition Goes a Long Way

Recognition is one of the most important factors when it comes to employee engagement. When people are recognized for their hard work, it encourages them to strive for excellence and go above and beyond what is expected from them. It also boosts morale and creates a positive working environment where everyone feels appreciated for their efforts.

Trust Is Crucial ?? ? ?? ?? ?? ?? ? ? ? ???

Trust is essential in any workplace; without it, there can be no progress or growth. Employees need to trust each other, trust leadership, trust processes, trust policies—and, most importantly—trust themselves. Without this core element in place, teams will struggle with collaboration, communication, decision-making, and problem-solving—you name it!

Autonomy Is Important

Employees must have the freedom to take risks, make changes, and experiment with new ideas in order to be engaged and motivated on the job. When management provides employees with autonomy and support, they are more likely to create meaningful work that drives progress toward organizational goals.

Trust and autonomy go hand-in-hand; without one, the other cannot exist.

There are many factors that come into play when attempting to create an engaged workplace culture – from meaningful work opportunities to job satisfaction; recognition programs; and trust between leadership and employees alike – but if you focus on these five key areas, you’ll be well on your way towards creating a healthy working environment that motivates employees to do great things! With a few tweaks here and there, you could turn an unengaged office into one full of energy – so start today! After all, who wants more of the same old thing? Not us! Not you, either? We didn't think so :)

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