Employee engagement is generally defined as a positive, fulfilled state of the employee regarding their work and their organization. Employee engagement is characterized by vigor, dedication, and absorption in work-related activities. Unsurprisingly, employee engagement connects with many desirable outcomes, including high performance, overall positive attitudes, better mental health, and increased innovation. If employees are not engaged, they tend to burn out and disconnect from their work.

It’s no surprise to anyone in Human Resources that high engagement leads to increased retention, productivity, and business success. Assessing the level of engagement or commitment your employees have to your organization through Employee Engagement Surveys is only half the battle. The other, more crucial, half of the battle is how you communicate Employee Engagement Surveys and the results to your employees.

1. Exit Interviews/Surveys

Employee satisfaction and employee engagement are two different concepts of measuring your workforce. However, they are often misunderstood and used interchangeably which can affect your methods and results of improving the levels of both satisfaction and engagement.

Not only are employee engagement surveys a common initiative that most organizations conduct these days, but they are necessary for any workplace that wants to achieve and retain a highly productive, competent, and motivated workforce.

Understanding the employee engagement definition is on every employer’s priority list these days. The number of companies that want to measure, track, and improve employee engagement in their workplace continues to increase – a testament to engagement’s increasing popularity.