So many definitions of engagement, so little time

by Jul 18, 2018

How do you define engagement?

My friend (and customer service guru), Jeff Toister, and I were nerding out on employee engagement the other day, and he pointed out that there are so many definitions we could all go insane.

For example, Gallup, creator of the infamous Q12 Engagement Survey, defines engagement as “being involved in, enthusiastic about, and committed to work and the workplace.”

One of my favorite books, Carrots and Sticks Don’t Work, defines it as, “the extent to which one is committed, dedicated, and loyal to one’s organization, supervisor, work, and colleagues.”

My friend Jeff defines engagement as, “the extent to which an employee is deliberately contributing to organizational success.”

Makes sense since the whole point of engagement is maximizing discretionary effort. With each passing second your workforce makes a choice to give 100% of their effort, or 20%, or 3%. The more engaged, the more often they’ll give closer to 100%, and the more money your organization will make.

Recently, we did a survey for an organization who’s been using the Gallup Q12 for the last few years and receiving average scores of 4.8. They called us in to assess the culture due some accusations of gender discrimination, and we asked our own engagement questions.

Factor analysis (a statistical process that correlates variables) of our survey responses showed that, at least in this group, engagement was defined as efficacy, fit, and inspiration. In other words, this group needs to feel like they can achieve their goals and that they fit within their work teams, as well as feel inspired, to be engaged.

Interestingly, our survey showed an average score of 3.7, a full scale-point lower than Gallup. On a 5-point scale that’s a big deal.

Why would our scores be so different if we’re surveying the same group on the same topic?

Perhaps the group is high on enthusiasm and commitment; but lower on efficacy, fit and inspiration. These are, after all, two different constructs.

It might also be timing. Often managers pump up their efforts building engagement when they know the survey is coming, especially if they’re rewarded for a high score. This may be the case when Gallup’s survey comes out, meanwhile my survey was on the heels of some ugly accusations.

What’s my point here? (Okay so it was actually Jeff’s point, I can’t take credit.)

Engagement has many different definitions. It would be a mistake to engage in engagement-building efforts without first stopping to identify and define what engagement specifically means in your own organization.

Your definition will guide your goals, your initiatives, and what you measure.

No matter your definition, you’re invited to next week’s equal-opportunity-definition webinarTranscending Generations with Employee Engagement. Spots are running out so register now!

I was claiming this was an encore presentation, in case you missed the last one, but to be honest it’s turning out to be pretty new across the board.

We’ll have some fun talking about why different generations act the way they do (hint, it has to do with how you finish this sentence: Good things come to those who …), the similarities between each generation, and turn-key ideas for engagement no matter the definition or generation.

Register here. Your millennials will thank you.

Sincerely,

Catherine

About Catherine Mattice

Catherine Mattice, MA, SPHR, SHRM-SCP is President of consulting and training firm, Civility Partners, and has been successfully providing programs in workplace bullying and building positive workplaces since 2007. Her clients include Fortune 500’s, the military, several universities and hospitals, government agencies, small businesses and nonprofits. She has published in a variety of trade magazines and has appeared several times on NPR, FOX, NBC, and ABC as an expert, as well as in USA Today, Inc Magazine, Huffington Post, Entrepreneur Magazine, and more. Catherine is Past-President of the Association for Talent Development (ATD), San Diego Chapter and teaches at National University. In his book foreword, Ken Blanchard called her book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, “the most comprehensive and valuable handbook on the topic.” She recently released a second book entitled, SEEKING CIVILITY: How Leaders, Managers and HR Can Create a Workplace Free of Bullying.

5 Steps for an Efficient Succession Planning

What happens when the CEO of your organization suddenly resigns or retires? Are you confident that there is someone ready to step up and fill the leadership gap?  That is why succession planning is vital to every organization. Succession planning can help ensure a...

How to Establish a Budget for Training and Development Initiatives

Training and development is a vital aspect for any organization that wants to invest in its employees' growth. Over here at Civility Partners, we often receive inquiries from people seeking guidance on developing their training programs and wondering how we can help....

The Connection Between DEIB and Mental Health

In today's ever-evolving work landscape, it's refreshing to see organizations finally acknowledging the pivotal role of diversity, equity, inclusion, and belonging (DEIB) in cultivating a thriving workplace. At the same time, the growing recognition of mental health's...

Rebecca Del Secco: Six Years With Civility Partners!

We would like to take a moment to celebrate and recognize the incredible contributions of Rebecca Del Secco, our exceptional People & Culture Consultant, who has dedicated six remarkable years to Civility Partners.  Rebecca began her journey with us as an intern,...

Recognizing 5 DEIB Influencers in Unexpected Places

Picture this: a world where workplace culture is transformed not just by well-known DEIB influencers, but by unexpected heroes who wield the power of diversity, equity, inclusion, and belonging (DEIB) in their own unique ways.  DEIB are increasingly recognized as...

10 Songs About Inclusion to Play in your Office

In a diverse and inclusive workplace, it's important to create an environment where all employees feel welcome and valued. One way to promote a sense of unity and acceptance is through the power of music.  Playing songs about inclusion in your office can help inspire...

It Starts with You: The Power of Being an Upstander

Have you ever found yourself in a situation where you witnessed behavior that made you feel uncomfortable or uneasy, but weren't sure how to respond? Maybe it was a situation where someone was being bullied or harassed, or perhaps it was a situation where someone was...

Three More Brilliant Tips for Dealing with an Angry Boss

A few years ago, we shared five simple tips on how to deal with an angry boss, and the response was overwhelming! We're back with even more tips to help you navigate this challenging situation with civility in mind. According to a survey conducted by the Workplace...

Insights from the Craft Brewers Conference

Last Sunday, May 7th, I had the honor of being a keynote speaker at the THRIVE pre-conference, which was a roadmap to a safe, inclusive, and equitable experience at the Craft Brewers Conference (CBC). As a conference held in Nashville, TN, a city known for its musical...

3 Tips to Leverage Positive Psychology at Work

In the world of traditional thinking, the notion that success leads to happiness is a commonly held belief. We're taught that if we work hard and achieve our goals, then we'll be happy. However, research in positive psychology has revealed a new perspective: happiness...