Increasing engagement

When do we feel engaged?

When we experience engagement at work we feel a sense of positive energy, focus and interest in what we are doing. Of course, we have the normal ups and downs of working life, but overall we have an active sense of positive involvement in our work and workplace.  

Researchers have discovered three fundamental conditions for this to happen:

• We need to feel a sense of significance and meaning in our work, and its contribution to something that is important to us. We experience this when we feel worthwhile, useful, and valued.
• We need to feel we have the right resources to do the job we are asked to do – physically and psychologically.
• We need to feel safe – again physically and psychologically. (Psychological safety is the feeling that we can express our true self without fear of negative consequences).

These conditions - significance, resources and safety – are quite possible for us to provide and receive if the desire and the determination are there. The evidence is quite clear that organisations, leaders and individuals can all play a critical role in providing the conditions for high engagement. Which will in turn produce massive benefits for the organisation and its people. Here is what you can do:

Increasing engagement - the evidence

What organisations can do

The evidence highlights immediate targets for organisations to focus on. From the most basic ‘hygiene factors’ as a start to the more inspirational ‘motivating factors’ :

• Working conditions that are physically safe from health hazards, temperature, noise
• Adequate resources for the job – fairness in not asking people to do more than is reasonable, and justly rewarding and recognising their achievements
• Challenging but do-able jobs with variety – and where appropriate with the opportunity to solve problems
• Opportunities for personal learning and development

And finally addressing as a priority two factors that are known to destroy engagement – minimizing administrative hassles and organisational politics.

What top management can do

Leaders at the very top of the organisation have a significant role to play in creating the organisation described above. But, in addition, your leadership style plays an important role in creating a positive workplace climate from the top. It is not just ‘what’ is done but ‘how’ it is done that engages people.

There is evidence that leaders who communicate an inspiring vision, lead by example, and are seen as trustworthy and optimistic are more likely to develop a highly engaged staff. (Links to separate briefings on these topics are shown at the end of this page).

What team leaders can do

Additionally, team leaders everywhere in the organisation can build engagement, and enhance individual wellbeing.

Leading by example and being seen as trustworthy and optimistic are essential, just as they are for top managers. But because team leaders are so close to their team members they can do much more. There is good evidence that the following build people's engagement.