Based on recent Gallup research, only 32% of full- and part-time employees are engaged at work, while 17% are actively disengaged. That means almost
two-thirds of employees are on autopilot and performing their job without passion or energy. Improving your engagement at work can positively impact your productivity, relationships, happiness, and can motivate you to prioritize this as a work/life balance goal.
If you find yourself disengaged at work, here are some tips to reengage:
ENGAGED EMPLOYEES HOW TO IMPROVE YOUR ENGAGEMENT
Have a strong purpose and connection to company goals.
Ask yourself, “What can I do to better align my work with the company’s goals and strategy?”
Feel heard within the organization.
Bring forth improvement ideas to your team or manager by stating “I’d like to share my ideas with you and also get your recommendations about who else I should share them with.”
Are accountable to accomplishing their goals and tasks.
Tell your team or manager, “I want to do a better job of being accountable for the work I’m doing.” Then ask them, “What would be the best way for me to proactively update you?”
Feel appreciated for the work they are doing.
Ask for regular feedback from your manager. If appreciation still is not felt, build a compelling case for what you need and deserve, and ask for it.
Feel challenged in the work that they are responsible for.
Share with your team or manager that you are looking for more challenging work and present project ideas that you’d like to start working on.
From technology disruptors, the rise of remote work, and the need for greater agility, the workplace has changed. But the measure of what makes a great workplace hasn’t. The best workplace is the one that cares for its employees, then positions employee engagement as the catalyst for improving important business outcomes.
— GALLUP 2022 GUIDE TO
“Since before the COVID-19 pandemic, the decline in the percentage of engaged
employees was evident across all three groups — exclusively remote, hybrid, and
exclusively on-site — but highest for employees who are exclusively remote.”
— G A L LU P . C OM