Employee engagement is a term often shrouded in ambiguity. Business leaders know it’s important; they know they should strive for higher levels of it . . . but securing it? That’s another topic entirely. It doesn’t need to be this way, though. There are clear-cut paths to engaging a workforce mired in discontent; and with a little planning, engagement levels can grow in any workplace. First, the goal must be defined. Employees need to work for a common goal, and the big picture must be outlined for employees at all levels. This will help employees feel invested in the success of the business and want to see it grow. Along the way, individual successes need to be acknowledged, and failures should be framed as learning opportunities rather than professional shortcomings. By interacting with employees in this way, they will feel valued and unafraid to take reasonable risks. Finally, all employees should be provided with the tools they need to be successful. This doesn’t necessarily mean the latest and greatest technologies, but it does mean giving them opportunities to enhance their skill sets and the support necessary to get the job done on their terms.