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Engagement is Important, but it’s Not the Ultimate Goal

Friday, December 12, 2014

Employee engagement is a hot topic, and for good reason. Elevated levels of engagement bring with them higher levels of productivity, employee retention, and organizational efficiency. However, studies have shown levels of engagement, particularly in the American workforce, are shockingly low. Gallup estimates a mere 13 percent of American workers are fully engaged at their jobs, 63 percent are not engaged and 24 percent are actively disengaged. Many workplaces have sought to combat these low numbers by breaking down the barriers between work life and private life, making work less “work like” by providing perks like company gyms or work-from-home days. Preliminary, anecdotal evidence suggest these perks can help boost engagement levels, but the question quickly becomes “what’s next?” The hope that engagement alone will lead to great work is fairly myopic, and doesn’t take into consideration the numerous other factors that must all be in place for an organization to be truly successful. It’s important to understand that while increasing engagement is a worthwhile endeavor, it shouldn’t be the ultimate goal.

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