What is all this talk about employee engagement? Why should I care if they are ‘engaged’? I just need them to do their job.

First, let’s address what it means to be engaged at work. It means fully understanding the goals and expectations of the manager, what challenges and successes are occurring in the department and what the overall vision is for the department and/or company. Simply put, engaged employees know—they know what is going on, and feel confident with the decisions and communication from above. It doesn’t mean they agree with or even like the decisions, but they trust that the leadership team did their due diligence and is making the right decision for the future of the company.

Second, it is important to note that somewhere around 60% or 70% of employees
are simply not engaged in any manner. 

Gallup data shows that only 30% of employees are “engaged.” Towers Watson data shows 35% are “highly engaged.” Dale Carnegie data shows 29% are “fully engaged.” Why should you care? Engaged employees are high-performers who positively affect the bottom line. What can you do to determine your employee engagement and improve upon it? Employee engagement surveys and interviews are useful to gather information before making any changes. With survey results in hand, you’ll be able to see what’s working, what’s not, implement changes and track improvements over time. If you want to know what the problem is, ask! If you want your culture to change, take action.

For more free HR advice, read our monthly column in the Orlando Medical News, digital edition.