Your Engagement Level =
Your Profile Score
Interpreting Your Engagement Level
If your engagement level is 4 or higher, congratulations, you have a high level of emotional commitment to your organization. If your score is between 3 and 4, you are considered neither engaged nor disengaged. If your score is less than 3, your currently disengaged in your role and should consider taking actions to increase your engagement, or even consider a career change.
Find Out More!
Find out more about how you can maximize your happiness and engagement at work in,
Employee Engagement for Everyone,
by NY Times bestselling author, Kevin Kruse.
Interpreting Your Engagement Profile Score
The highest score is your primary key for unlocking feelings of engagement at work. This is the #1 area for you—and your manager—to focus on in your career. It’s not uncommon to have two or more high scores. If this is your case, it means that all of those items are important to you. Learn more about leveraging your drivers of engagement below.
Communication
If this is your primary engagement driver, you feel best when there is frequent, consistent two-way communication in your organization. You want to know clearly what the company’s mission and goals are, and you want to frequent feedback on how you are performing and what you can be doing better. You should make sure your manager knows what your ideal communication rhythm is, and which channels you respond to best (e.g., email, face-to-face, phone).
Growth
If this is your primary engagement driver, you need to feel that you are learning, growing and advancing in your career. You like to be challenged at work on a daily basis. You should make sure you’ve partnered with your manager to understand your possible career paths, and have identified the skills, experiences and relationships you need to acquire to reach your goals.
Recognition
If this is your primary engagement driver, you are most engaged when you feel appreciated at work. While official awards and bonuses are nice, more important is a sincere thank you from your manager or peers. Make sure you set the example on your team and thank others for their achievements and efforts. When you do receive a “thank you” from your manager, use behavior reinforcing statements like, “I’m glad you appreciated it,” or “Thanks, it’s nice to know these things are noticed.”
Trust
If this is your primary engagement driver, you feel engaged when you are confident that your leadership has the ability to overcome short-term challenges and to reach your collective goals. You should partner with your manager to make sure you understand the company’s strategic objectives and how your team’s goals align with the big picture.