By Guest Blogger Sybil F. Stershic
“I can’t really explain it, but I’ll know it when I see it.”
I’ve heard a variety of definitions, ranging from “Employee engagement is when employees are fully involved and enthusiastic about their work” to “Employee engagement involves sucking more discretionary effort from employees.”
One of the best explanations of employee engagement I’ve found comes from Chris White, CEO of global consulting firm BlessingWhite, who describes the difference between employees who are engaged and those who are not:
Once engaged doesn’t mean always engaged
When engaged employees feel they can no longer positively contribute – because they are worn down by continued cutbacks, reduced resources, and/or unresponsive management – their frustration is likely to lead them out the door as soon as economic conditions improve. So unless companies are careful, they’re at risk to lose good talent … unlike some of the disengaged who are likely to coast with minimal productivity as long as they can.
Bottom line: organizations cannot afford to take their engaged employees for granted.
For more information, check out a summary of BlessingWhite’s latest research, Employee Engagement Report 2011.