Feelings

Based on our extensive research on employee engagement, we believe that engagement is not just what makes employees feel good about their jobs or the organization, nor is it the causes of these feelings; rather, the defining feature is what “does good” for the organization when employees behave in a way that is simultaneously fulfilling to them and effective for the organization.

We believe there are two main lenses through which to measure employee engagement: behavioral and psychological. That is, how do employees feel, and what are the behaviors that result from engagement?

These feelings are more than just being satisfied with your organization, which places the focus on what employees “get” from their companies. Rather, an engaged employee is more likely to feel:

• Enthusiastic
• Focused on their work
• Passionate
• A sense of urgency and intensity

These feelings are directed outward and place greater emphasis on what employees “give” to their companies, rather than what they “get.”

Employees must feel supported and valued – and most important, they must feel trust in their organization. These feelings in turn drive the engaged behaviors that lead to strategic behavioral engagement, or behaving with energy in ways that get the job done.