3 Ways Agency Leadership Can Keep Employees Engaged

By Dana Grinshpan

March 21, 2013

Describing engagement is no easy feat. The easiest way to explain employee engagement is by describing what it is not. Employee engagement is not job satisfaction, nor does it necessarily mean an employee is happy. Engagement is the emotional connection an employee has with his/her organization or, more specifically, mission. Measuring engagement is akin to measuring the feelings, pride and commitment that employees have with their organization and it is what separates top performers from those who do just enough to rest on their laurels.

(Feeling Engaged? Share your voice in GovExec's largest employee engagement study)

According to a CEB engagement study, a 10 percent increase in commitment decreases an employee’s probably of quitting by 9 percent. In short, employees who are more engaged are less likely to quit, more likely to work long hours without being asked and a lot more likely to have better performance. In that same study, CEB showed that companies with above average employee commitment, tend to have high company performance overall. Here are three ways to foster engagement at your agency.

The Government Business Council (GBC), the research division of the Government Executive, has launched its own engagement study of federal employees. In doing so, we track the trends of how efficiency is impacted by engagement and what tools federal leaders can leverage to create better managed agencies.

The study needs stratified representation from all federal agencies in order to provide actionable results. Over 18,000 federal employees have taken the survey so far. And we still need help.

Click here to be a part of GovExec's largest federal employee engagement study. 

Image via Mi.Ti./Shutterstock.com


By Dana Grinshpan

March 21, 2013

http://www.govexec.com/excellence/promising-practices/2013/03/3-ways-agency-leadership-can-keep-employees-engaged/61997/