Engagement and Passion: Strategy for a Great Workplace

Picture this… It’s Monday morning and you’ve just arrived at work.  No one has called in sick – everyone’s there, on time!  People are involved in their work, focused and yet friendly.  The buzz is about work, somehow gossip and rumors aren’t the major topics of conversations.   You have several deadlines to meet, and, as usual you are overwhelmed… but your colleague asks if you need some help and volunteers to stay late if you need him to.  When you thank him, he says, “Hey, well, we’re all in this together.”  The Monday morning planning session is amazing.  Participation and attention are directed toward weekly goals without distractions.  People are meeting to make decisions and you all leave with clarity, direction and personal commitments to follow-through.  All this and it’s not even lunch-time yet. So, what’s going on here?  In a word, engagement: people being involved and enthusiastic about their work.

Engagement is defined as a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption.  According to research, two key sets of variables drive work engagement, job resources and personal resources.  Social support, coaching, training and opportunities for development stimulate the achievement of work goals.  That’s some of what the organization can offer as motivators.  Managers who tune into their people, shape systems of acknowledgement and generative feedback can expect to see increases in the behaviors that demonstrate engagement.  On the personal resources side, people who are naturally resilient, optimistic and conscientious have a far greater likelihood of engaging in their work than people who aren’t.  And there are influences and processes that can boost those personal characteristics over time.  So, the question is, why bother with engagement?  What are the advantages of an engaged workforce and what could happen if passionate, collaborative people showed up at work every day?

Quoting the findings of Ken Blanchard’s Company, “While it may seem like a daunting task, organizations that support the development of work passion will be rewarded by employees who are dedicated to creating devoted customers, sustainable growth and increased profits.”   Those sound like pretty good reasons to pay attention to engagement and work hard to amplify it.  And, what could be better than people enjoying the work they do and the time they spend doing it.

Visit this blog weekly at www.Peopleworkingconsultants.com for strategies, guides to processes, skills and tools you can use to advance engagement in your organization  ASAP.

Posted by Ellen

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