According to Gallup, only 34% of US employees say they’re engaged. And when they are, they behave differently. Gallup sees these four patterns among employees who are engaged.
- They don’t use challenges and barriers as excuses for inaction or to hinder their ability to perform.
- They look for ways to operate at their best, focusing on their strengths rather than spending too much time trying to do what doesn’t come naturally to them.
- They are intentional about their engagement. They have a plan and independently, proactively work to improve their own engagement rather than expecting someone else to engage them.
- They are accountable for their performance and don’t blame others when things don’t go as they’d like.
Managers who are engagement-destroyers are discouraging and foster resentment or learned helplessness. Managers who are engagement-coaches create a culture of accountability and empowerment.