A blog post by Dr. Dr. Alison Eyring, the founder and CEO of Organisation Solutions, a global consultancy specializing in organizational design, references the the degree to which so many world-renowned journalists are commitment to their work.
“Their work has meaning,” she writes. “It is important. It matters. They matter.”
Eyring goes on to discuss engagement, and how it can mean many things to many people. But overall, “it has to do with the degree to which people are willing to expend discretionary effort… to do great work, to stay in the company and to contribute to the community of employees around them.”
Yet despite the millions of dollars spent on various activities attempting to “engage” employees, many employers find the majority of their employees are disengaged (70% based on recent Gallup polls).
Eyring also states that “work motivates and satisfies us when it has meaning, offers autonomy, and leverages a variety of skills. If we want high levels of engagement, we have to go beyond leader behavior or employee characteristics and look to the way we structure work.”
This perspective is well-aligned with our Engagement Around the Work” white paper.
The simple truth is that people prefer to work in an environment where their work is important — where their work matters; and in an environment in which they can be productive.
In the end, working on things that matter to us and working productively are the key drivers of sustainable engagement.