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Employee Disengagement Can be Eliminated.  You Simply Have to Take Three Critical First Steps to Start Improving Engagement Now. 

Your life and the lives of your employees will be improved.

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Top Facts Every Leader Needs to Know About Employee Engagement


Best Definition of Employee Engagement 

When employees are emotionally engaged in the organization.  Forbes defines employee emotional engagement as "engaged employees actually care about their work and their company. They don't work just for a paycheck, or just for the next promotion, but work on behalf of the organization's goals."  We believe this is a good definition because too many organizations gauge employee engagement on three things they should never use to measure engagement - employee satisfaction, happiness, and well-being.   All three of these are subjective feelings at any given time.  You need more objective measures to really determine Employee Emotional Engagement.

Indicators of an Engaged Employee
  • Visual Indicators (Somewhat Objective, but not enough to determine Employee Engagement alone.)

    • They Tell Others:  Engaged employees are no different from us when we are excited about something - WE LIKE TO TELL OTHERS WHEN WE REALLY LIKE SOMETHING.  Therefore, they tell others about the organization - consistently and often.

    • They Stay Put:  They have either been with an organization for a long time, or they share with others that they intend to "Stay For a Long Time".

    • They Are Praised: Because they are reliable, consistent, exceed expectations, work well with others, hard working, likeable, and more… They are often praised by management and co-workers.

  • Four Pillars of Employee Engagement Assessment (The best method to objectively gage Employee Engagement is to assess how your organization, or team, is doing in four critical employee engagement areas.)

    • Fulfilment can best be described as employees feeling that their jobs "completes" them professionally.  They are excited about what they do for the organization, and take pride in what they accomplish.  They feel they make a difference in the success of the organization and themselves, and have some level of autonomy to make changes if needed.

    • Belonging is all about liking to work with their coworkers, managers, leaders and customers.  This produces the feeling of teamwork and the ability of the team to do great things - together.

    • Fit is the feeling that they are a perfect for their job, their team, and their organization.  They are confident that their skills, abilities and training are all being used very well in their job and in the organization.

    • Safe Culture is about the employee feeing that they are safe and secure in their jobs, teams, and organization.  They would not hesitate telling others about how much they like working with fellow coworkers, leaders and the organization.

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Employee Disengagement is a Problem for Your Organization
According to Gallup and others - 75% to 92% of your employees are "Not Engaged", or "Actively Disengaged".
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Employee Disengagement is Very Expensive for Your Organization
Yes, as Employee Disengagement Sucks all of these expenses out of your organization.

But instead of talking about how much Employee Disengagement costs, let's talk about what Employee Engagement does for your organization - and you.  As Gallop's graphic below shows Employee Engagement provides your organization what we like to call "Organizational Quality of Life".  Meaning your organization is better for everyone working in the organization - yes even leadership and management.


  • 37% Less Absenteeism and Turnover - I there a single manager who doesn’t want this.  This means everyone doesn't have to work so hard.

  • 48% Fewer Safety Incidents - You could be the employees and HR's hero for a change.

  • 41% Fewer Product Defects - Your customers would love you.

  • 21% Higher Productivity - Your CFO and Investors would love you.

  • 22% Higher Profitability - You might like the bonuses that don't seem to come in as frequently as liked.

Quality Leadership and Management are Critical to Employee Engagement

If you are, or have ever been, an employee in a poorly managed organization, you probably just said "DAH".  The sad news is that if organizations don't improve their leadership and management, they have very little chance to improve Employee Engagement.  Here are some sad facts providing some of the challenges in leadership and management.


  • 51% of organizations say their leadership is “not at all ready” to lead their organizations.

  • Of the variance in employee engagement scores - Managers account for at least 70%

  • 36% of organizations say their leadership development practices are below average or poor.

  • Only 1 in 10 people possess the talent to manage.

  • 50% of Americans have left a job to "get away from their manager” at some point in their career.

  • Companies promote people who lack the talent to be an effective manager 82% of the time.

  • And the one statistic that kind of sums up the Employee Engagement problem -  "Only 35% of US managers are engaged at work."  How in the world can a manager engage an employee if they aren't engaged?

Note: is trying to change the Leadership problems with our Lino to Leadership Strategy, but we can only help those organizations who seek our help.

Five Accelerants to Improve Employee Engagement in Your Organization

There is no reason to accept poor Employee Engagement in your organization. help our clients discover their employee engagement strengths and gaps, and then help develop the strategies to improve Employee Engagement.


  • Know Your Employee Engagement Strengths and Gaps - If you don't know what you need to work on, how can you ever expect to improve.

    • We make this very easy to get a start in less then 10 minutes of your time.  Complete this short questionnaire and you will get a report showing how you compare to an Engaged Employee organization.

  • Develop a Plan to Strategically Use Your Existing Strengths to Engage Immediately

  • Start to strategically close your Existing Employee Engagement Gaps. 

  • Take Your EE Vaccine

    • Implement Management Fit Strategy - Do not accept poor management hires anymore.  Hire only managers who fit the specific needs of the job.  Develop a Benchmark for every management position and fill that position with the best management candidate who is capable to fulfill most, if not all, of the requirements found in the job benchmark.

    • Implement Employee Fit Strategy - Do not accept just hiring people.  Hire people who fit the job.  Develop a Benchmark for every employee position and fill that position with the best candidate who is capable to fulfill most, if not all, of the requirements found in the job benchmark.

    • Implement Employee Development and Training Strategy - A strengths and gaps assessment should be completed on every manager and employee.  Then develop a development and training strategy for each individual.  Try to avoid one training program for everyone - that strategy fails every time.

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