Employee engagement is an essential factor in creating a successful and productive workplace. It can be measured in various levels, with the highest being total engagement and the lowest being nearly no participation at all. 

But before we get into that, let’s learn why you need to learn about these levels…

Why Employee Engagement Matters

Employee engagement is a critical part of any organization. When employees are engaged, they feel more connected to the company’s vision, mission and values and are more likely to be productive and successful. An engaged workforce reduces costly employee turnover, increases customer satisfaction, and boosts the bottom line.

Let’s look at five levels of employee engagement:

1. Active Engagement

The first level of engagement is active engagement. This level is characterized by employees who are actively indulged in their work and have a positive attitude toward their job and the company. They show a strong commitment to their work and are willing to put in extra effort when necessary. For example, they might go the extra mile to help colleagues or customers and take the initiative in leading projects.

People with active engagement are those who drive most activities in the team. They take initiatives and treat the company as their own. These are also the people who usually deserve and get the most appraisals.

2. Moderate Engagement

The second level of engagement is moderate engagement. This level consists of employees engaged in their work but to a different degree than  those at the first level. They are likely to complete their work but may need some prompting or direction from time to time. They may also lack the enthusiasm of those at the active engagement level.

3. Passive Engagement

At the third level, passive engagement is characterized by employees who are willing to do their job but lack enthusiasm or motivation. They may complete their work on time but not be as creative or proactive in their approach as those at higher levels of engagement. For instance, they may require explicit instructions or direction before taking any initiative.

4. Disengagement

The fourth level of engagement is disengagement. This level is characterized by employees who are not interested in their work and may even resent it. They lack motivation, have a negative attitude, and are likely to complain or put in the minimum effort possible. Signs of a disengaged employee are:

  • lack of interest in their job
  • lack of initiative or ideas
  • absenteeism
  • low productivity

5. Total Disengagement

The fifth and final level of engagement is total disengagement. This level consists of employees with no interest or enthusiasm for their job and may even be absent from work or not show up on time. They lack any meaningful connection with their job and may even be actively disengaged, looking to sabotage the work of others or simply leaving the company.

How to deal with total disengagement:

It’s important to recognize that total disengagement is a serious problem and should be addressed quickly. The most effective way to do this is to have an honest and open conversation with the employee. Ask them what’s going on, try to understand the root of their dissatisfaction, and work together to find solutions and create a plan of action.

However, if the employee is unwilling to make any changes or cooperate, it may be necessary to consider other options, such as a change in role or even termination.

Best Practices to Boost Employee Engagement

If you are looking to enhance your employee engagement levels, there are several best practices that you can follow to ensure success:

  1. Foster a culture of communication — Encourage active communication between managers and employees to ensure issues are resolved quickly.
  2. Celebrate accomplishments — Recognize employee successes and achievements to show appreciation for their hard work.
  3. Allow flexible working — Offer flexible hours and remote working options to give employees more control over their workloads.
  4. Encourage growth — Provide employees with opportunities to learn and grow through training and mentoring.
  5. Incorporate feedback — Regularly ask for employee feedback and take their opinions into account.
  6. Offer rewards — Provide incentives and rewards for employees who go above and beyond in their work.

To have a productive and engaging workplace, it is important to understand the different levels of employee engagement. By understanding where your employees stand, you can create strategies to help engage and motivate them and ensure they have  a positive experience at work.

Hugh van Praet

I help businesses and individuals to move forward.


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