Lack of engagement means missed opportunities for employers

If multiple studies and surveys are to be believed, employers are suffering an engagement problem—and there’s no end in sight. Concerns existed even before the pandemic brought upheaval to the workforce by making working from home the norm. That fundamental change didn’t go away when COVID eased, as whether to make everyone return to the office full-time is still a subject of debate. Also, work/life balance was a challenge even before the pandemic, and the stress of managing work along with nonwork responsibilities has only become more pronounced. So, what can employers do?

Defining engagement

Global analytics and advisory firm Gallup defines employee engagement as “the involvement and enthusiasm of employees in their work and workplace.” By focusing on engagement, employers can improve their employees’ connection to their work and their employer, thereby avoiding burnout.

Gallup has identified certain key drivers of employee engagement. One is a sense of purpose, and another is opportunities for development. A caring manager is also key to engagement, as are ongoing conversations and a focus on strengths.

A report from Gallup says that in addition to purpose and meaning, employees also want relationships, especially with a manager who can coach them to the next level.