Employee engagement is something all business leaders would like to boost; however, few organizations are managing to do so with any success. Across the board, haphazard approaches are taken, and those in upper management rarely take efforts seriously. But this could be a fatal flaw, as low levels of engagement have very real, very serious economic consequences. Disengaged workers take nearly double the sick days of their engaged counterparts, and turnover rates are greatly increased among those who feel no connection to their work. Additionally, almost 25 percent more time is wasted by middle management solving petty conflict and dysfunction among disengaged workers compared with those engaged at their jobs. But the solution to engagement might be as simple as treating employees as people. When employees believe they are seen as individuals, engagement levels skyrocket. One of the easiest ways to do this is by opening lines of communication and feedback, and ensuring that these channels are used frequently. By continually identifying the concerns of individual team members and working to solve these issues, employees will feel valued in their positions and become more engaged with their work.