The Importance Of Employee Engagement In The Workplace

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Employee engagement. Employee engagement is something that most companies find challenging. “According to a Gallup 2013 State of the American Workplace Report, seven out of ten employees either aren’t engaged or are actively disengaged” (Worth, 2014, p. 1). With statistics like this, it can be quite overwhelming for organizations to find creative ways to break this trend. A study was done between the Society for Human Resource Management (SHRM) and Globoforce, a company that provides recognition solutions, and 47% of the eight hundred HR professionals that responded, stated that employee engagement was the most important HR challenge to their organization (Globoforce, 2013, p. 2). In addition, Globoforce conducted a study on the Five Ways to Avoid the Engagement Abyss. Whole Foods …show more content…
Employees are motivated in different ways. It is essential to find out what motivates your employees; in order to keep them engaged, in the work that they do, while performing at a high level.
In his new book, Drive, Daniel Pink, describes what he says is the “surprising truth” about what motivates us. Pink says that true motivation boils down to three elements: Autonomy, the desire to direct our own lives; mastery, the desire to continually improve at something that matters to us, and purpose, the desire to do things in service of something larger than ourselves. (Williams, 2012, p. 1) Whole Foods Market does an excellent job on all of the above elements: “They give their Team Members the freedom to let their individual style show. They have self-directed teams that meet regularly to discuss issues and solve problems. They are committed to making jobs more fun with healthy competition. Whole Foods Market realizes the importance of work/life balance and they even have a saying, “We must remember that we are not “Whole Life Market.” Most important, they believe in the value of their work and finding fulfillment from their jobs (“Declaration of Interdependence,” p.

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