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.