Employee Engagement Levels

In any working environment, there will always be the active workers who take up tasks with enthusiasm, and are immensely involved with the work they do. Unfortunately, such employees are fast becoming a rarity as we find offices being inundated by people who do not really care about their job, but simply carry on mechanically doing things. At the other extreme, we also find some employees who are bitter and cynical, who are bent on sabotaging any good intentions of their colleagues to contribute actively to the organization.

How committed and involved employees are with their organization and the level to which they identify with their organizations mission and values is measured as employee engagement. The international consulting organization Gallup carried out a survey to study employee engagement at the work place and on the basis of these results, classifies employees into three categories: the engaged employees, the not-engaged employees and the actively disengaged employees.

1. Engaged Employees

These are the employees whom every organization counts on to deliver, time after time. The reason – they put their heart and soul into their job and are passionate about the work they do. Most importantly, such employees feel a sense of ownership about the company, which makes them want to help it grow.

2. Not-Engaged Employees

This category of employees sees the job as a continuous cycle of tasks to be completed as specified, without venturing any interest or enthusiasm. Whether out of frustration because of poor leadership or due to communication problems with their colleagues and managers, or their expectations not being met, such employees do not contribute anything beyond the bare minimum at their workplace.

3. Actively Disengaged Employees

Unlike the not-engaged employees who exhibit indifference, this category of staffs make it a point to be vocal about their unhappiness at work. They show their negative attitude through their speech with coworkers, and are generally recognized as trouble-makers by their supervisors. They oppose new initiatives and ideas, and try to prevent other employees from being actively engaged with the organization’s work, posing a threat to smooth working.

Gallup’s poll showed that the vast majority of employees fall in the not-engaged category, followed by the engaged category; the actively disengaged were a distant third. However, these figures can vary across organizations and if you are looking at growing your business and retaining employees for long enough, you need to find out ways to ensure that most of them remain truly engaged.

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