The common behaviors of engaged employees include performing well, taking accountability, forging trust-based, collaborative relationships with co-workers, improving processes, developing their skills, giving and receiving feedback positively, being proactive in overcoming obstacles, and going the extra mile.
A disengaged employee looks just like their engaged co-workers on the surface, but, unlike engaged employees, they bring neither passion nor commitment to their jobs. They often exhibit toxic behaviors, underperform, and lack a strong belief in or enthusiasm for the organization’s mission, vision, or values.
The most important factor in employee engagement is organizational culture. Businesses with strong, positive cultures have highly engaged and loyal employees who deliver excellent work and take superior care of customers. Organizations with a dysfunctional culture drive away employees and customers.
Good examples of employee engagement include employees showing up to work with a sense of purpose, a deep commitment to the organization, dedication to performing well, a collaborative attitude, good communication with co-workers and leaders, and the ability to give and receive feedback positively.
Healthcare can improve employee engagement by offering development opportunities, including leadership coaching, improving communication and feedback, supporting team-building initiatives, recognizing the accomplishments of staff, and providing mental well-being resources to reduce stress and burnout.
Nurses can improve employee engagement by providing autonomy, offering development opportunities, refocusing on purpose and values, giving feedback and recognizing employees’ contributions, and ensuring a healthy work/life balance for staff. Compassionate leaders who truly value employees should guide these engagement strategies.
Employee engagement benefits managers by boosting performance, improving customer service, lowering turnover, and increasing profits. It can also create a positive work environment with fewer human resource issues, making a manager’s job easier and freeing up time to focus their attention on organizational excellence.
There are three types of employee engagement: cognitive, emotional, and physical. When employees are cognitively engaged, they’re committed to their job, when they’re physically engaged, they’re invested in their work, and when they’re emotionally engaged, they have an emotional connection to their work.
Five indicators of high engagement in a workplace include less absenteeism, higher retention rates, increased productivity as the result of high performance, improved customer service, resulting in more client satisfaction and client retention, and better overall profitability for the organization.
Emotional intelligence is important in leadership because it improves self-awareness, increases accountability, fosters communication, and builds trusting relationships by helping leaders process their emotions in a more positive way that allows them to address challenges more effectively.