I suspect everyone can define a disengaged employee so we will focus on disapproval (the symptoms and costs) in a separate article. How do you define a highly engaged employee and how is this different from a moderately engaged employee? Is the difference the results you achieve? Possibly or is it related to the right behaviors and attitudes! Certainly hard work is one contributing factor to high engagement but not the only factor. Let's take a closer look at the difference.
Highly engaged employees:
- Provide increased efficiencies in accomplishing their tasks and responsibilities and continuously try to improve.
- Provide daily interaction with colleges and strive to support, help and improve their college of performance and results.
- May get frustrated and upset at times but avoid blaming others and maintain a positive attitude and enthusiasm towards their job and colleagues when things do not go as planned.
- Often take the additional steps necessary to ensure products are top quality and without defects.
- Exhibit high energy and initiative to carry out their responsibilities and all extra tasks required.
- Regularly offer suggestions on improvements, cost cutting ideas to bring new efficiencies to the workplace.
- Contribute to the bigger picture seeking win / win solutions for everyone involved.
- Achieve and surpass company goals despite obstacles.
- Understand the critical importance of pleasing customers and it is this willingness and "effort to please" that builds strong and profitable customer relationships.
- Constantly act as company advocates; in social situations, in the community, clubs and associations etc. This advocacy helps attract new talent and introduce new clients to the company.
- Understand the need for change to compete effectively in the marketplace and more easily adapt to and support change.
- They much more more to replace when they leave and have much less potential for resigning to pursue new careers!
Highly engaged employees bring their companies added value, in many cases with the same training or comparable wages as a moderately engaged employees. This can be through higher skills, better alignment, increased focus and effort, etc. With increasing competition, all customers seek added value in the products and services they need! Look at the list above and then you can decide whether your employees fall into the highly engaged or moderately engaged categories.
Highly engaged employees typically account for only 20% of the work. If a company can raise the engagement level of the 60% of moderately engaged employees even a few percent points (such as 10-15%) to develop more skills or focus on company goals it can pay huge dividends to the overall organization. It is incumbent on employers to create the right environment for employees that will allow them to raise their performance levels and be the best that they can be. Successful leaders and companies find ways to encourage, nurture, develop and cultivate the attitudes and behaviors that require that lead to high employee engagement.
Source by Doug K Brown