What Drives Engagement?

Top ten global engagement drivers

You have at least met (if not work with) someone who is NOT engaged– they show up and barely do the job.

What can be a delight for co-workers and managers is someone who is “actively engaged.” Engagement is when an employee expends discretionary extra effort in their job— studies show that about 20% of US workers fit this category but some organizations have more than 40% engaged workers.

What influences an employee to go “Above and beyond?”

I have grouped them into four categories and will discuss suggestions for improving these (see number 1 below) with future articles.

1. How the organization treats people

  • Senior management sincerely interested in employee well-being
  • Organization’s reputation for social responsibility
  • Organization quickly resolves customer concerns

2. What is valued at the organization?

  • Set high personal standards
  • Organization encourages innovative thinking

3. Employee role/ relationship

  • Good relationship with supervisor
  • Employees feel they have input into decision-making in their department

4. Development and career opportunities

  • Enjoy challenging work assignments that broaden skills
  • Improved my skills and capabilities over the last year
  • Have excellent career advancement opportunities

(Source : Towers Watson study of the global workforce, Closing the Engagement Gap)

Many managers may be surprised that social responsibility and how customers are treated impacts employee performance. But employees are always considering not just how they are treated, but also how others are treated, and want to take pride in their employer and the organization’s decisions and direction. (For example, I have a colleague who begrudgingly took a job at a local company that is under investigation by the DEC for polluting the neighborhood, and she is not exactly “proud” to promote her new position.)

Three steps you can take NOW to improve employee perceptions of how people are treated:

  1. Spend 10 minutes once a week going around to exchange “small talk” with employees, finding out more about their lives outside the office and what is important to them (bonus points if you know names of kids, grandkids, and pets as well as favorite hobbies)
  2. Ask your key team members to suggest one way the organization can improve social or environmental responsibility, and then implement this idea
  3. Decide one way customers requests can be fulfilled more quickly or conveniently.

Thanks to Terry Williams of the Brain Based Boss for alerting me to this interesting research.


Diana Southall is a fifth generation entrepreneur, and creator of the People Plan toolkit.™ Her firm specializes in coaching small business owners and managers to build, engage and reward a fabulous team!

You can start working with Diana with free members-only access to People coaching resources, including informative video training, articles, time saving documents and templates. Join the FREE membership club here.

Diana Southall is a fifth generation entrepreneur, and creator of the People Plan toolkit™. Her firm specializes in coaching small business owners and managers to build, engage and reward a fabulous team! You can learn more about the "9 Steps to Build a Fabulous Team" at her upcoming webinar – Click to register here.

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