En·gaged: participate or become involved in; establish a meaningful contact or connection with.
Over 85% of the world's workforce is at least partially disengaged or not finding joy in their work. Employees that are dedicated, enjoy their work, are challenged and find meaning in what they do are likely to be more efficient, productive and loyal. Engagement can be over exercised, however, and high engagement does not always translate to high employee well-being/fulfillment, or vice-versa. Employees can be highly engaged, yet low in well-being because they may face stress in other areas of their life that might impede their well-being. Understanding the overlapping factors specific to engagement and well-being is, therefore, necessary for extraordinary performance and leadership.
PATHWAYS TO ENGAGEMENT
Interested
|
Being fully concentrated and happily engrossed in one's work whereby time passes quickly and one has difficulty detaching from work. There is a balance however, we must not let our interests and passions come at a cost to other domains of life, especially our physical and mental health.
|
Committed
|
Having a sense of significance, pride, enthusiasm, inspiration and challenge from one's work. Commitment can be extended to one's personal life such that one has equal significance, pride and enthusiasm for it as well. Committed engagement in other pursuits helps to live a balanced life.
|
Energized
| High levels of energy and mental resilience while at work. The willingness to invest effort into work and persistence even in the face of difficulties. When demands on us increase, it depletes our energy and leads to low engagement and well-being. Harnessing physical, emotional and mental energy helps us stay engaged in what is important. |