Gallup® has spent years studying the many ways that companies benefit when top executives, entry-level employees, and everyone in between are actively engaged at work. That is why I included some compelling Gallup® findings in my new book, Ingaging Leadership.
How Does Gallup® Define Engagement?
According to Gallup®, engagement takes place when “. . . employees work with passion and feel a profound connection to their company. They drive innovation and move the organization forward.” Gallup® measures engagement by asking employees to rate their responses to statements like, “I know what is expected of me at work” and “I have the materials and equipment I need to do my work right.”
Recent Gallup® Findings on the Value of Engagement
Just last month, Gallup® published a new article, “Managing in Touch Financial Times: Does Engagement Help?” in the Gallup® Business Journal.
The findings the article presents make a powerful case for striving to create a company where everyone is fully engaged. Here are some key takeaways:
- When top executives in a company are actively engaged, middle managers are 39% more likely to become engaged too.
- To increase engagement through the ranks, company leaders should practice open communication from the top down. One example: They shouldn’t just make announcements; they should be available to answer difficult questions.
- Company leaders should establish goals that are controllable. When people address issues where their efforts can have a real impact, they become less frustrated and become more energized and engaged.
- Still another way to build engagement is to set out goals that are tough, but realistic.
- Company leaders should structure work in ways that allow people to maximize their talents and do what they do best. Allowing people to utilize their strengths results in a 12.5% increase in productivity. Gallup® also reports that people who can use their best skills are six times more likely to be engaged on the job.
Want to Learn More?
CLICK HERE to read “Managing in Tough Financial Times: Does Engagement Help?” And to learn more about applying my own philosophy of Ingaged leadership, I invite you to check out my new book Ingaging Leadership.