For the last several years, employee engagement has been a critically important business topic. The results are worrisome, however: only 30 percent of today’s employees are fully engaged at work (Gallup 2008; BlessingWhite, 2008; Towers Perrin, 2007/2008).  As the workplace becomes more blended across generations, different perceptions and expectations present challenges to employee engagement. 

Absolute solutions to improve engagement remain under investigation, but many researchers agree on a few things:  

• The nature of the job, or a portion of it, has to be mentally challenging and innovative to the employee (the good news is that there is a person who finds challenge and innovation in every job one can think of).
• Employees must understand the big picture. How does their work relate and contribute to the company’s performance and results? How does their work contribute to the goals the company seeks to achieve?
• Future opportunities for growth and career development and learning must exist.
• Direct relationship with one’s manager is critical.  Trust is a key element.
• Engaged employees out perform employees who are not engaged.
• Employee engagement levels have a direct relationship on customer satisfaction
• Managers who coach effectively enhance employee engagement.

Look for specific ideas to engage or re-engage your people in next week’s installment.