If not, you should.
The reason you should, is because there is a huge difference between an engaged employee and an employee who is just simply satisfied.
In the definition I use, an engaged employee is someone who feels passionate about their job, are committed to the organization and puts in discretionary effort into their work.
As a result, people on the team work very, very well together. They’re excited to be with each other. They’re working in harmony. They’re very productive. They are creative. They get things done. They have a great work environment where people to want to be.
In the definition that I use, a satisfied employee is someone who is happy or content with their jobs and work environment.
I can tell you that I know a lot of employees that are satisfied. They’re satisfied because they’re getting paid for doing very little. They are happy to do minimal. They’re not very productive but they think they are, so they’re satisfied. They are very satisfied to be self-managed and self-directed as long as they aren’t held accountable. They like to have the freedom to do whatever it is that they want. As a result, they’re very satisfied with the compensation, benefits and work environment.
My leadership tip for you this week is to understand, appreciate and respect the difference between employee engagement and employee satisfaction, then measure it.
By properly measuring employee engagement, you will be able to identify the greatest opportunities for your organization to improve, as well as receive validation for the constructive efforts you are making.
By not measuring employee engagement, loyalty may be missing, so may productivity and creativity. Morale may be low, conflict may be high and opportunities may be lost.
I’m not 100% sure of who should receive credit for this quote, but I’m fairly sure you’d agree, ‘what gets measured gets done’.
In this competitive workforce environment, attracting and retaining the best talent is critical. Employee engagement should become a focus and a strategy.