An unfortunate reality in the American workplace is that more than half of employees are unsatisfied at work. Research conducted by Gallup Poll finds that this dissatisfaction stems from workers’ feelings of disconnect with their jobs. This feeling costs US companies an estimated $450 billion every year.
Extensive psychological studies have shown that engagement, in all levels of the organization, is a key driver of individual performance. Engaged employees exhibit enthusiasm and positive attitudes at work. They are also logically more productive, and are key drivers of sustainability and profitability of the company.
The task of ensuring employee engagement falls primarily on company leaders. They focus on getting every team member involved, strengthening their capabilities, and guiding them into accomplishing their individual roles.
When employees thirst for responsibilities, but are given what they perceive as tasks for which they are overqualified, it is easy for them to be disengaged and underperform. Leaders should address and correct such perceptions.
While successful, engaging leaders practice varying styles and expertise, they manifest common characteristics such as emotional stability, ambition, and, most importantly, altruism. Interpersonal sensitivity allows leaders to be sociable and communicative with their members.
Seattle-based Emile Haddad previously worked in the architecture field but transitioned into becoming one of the city’s most trusted business coaches. He is a principal consultant at Catalyst Business Coaching and Consulting, LLC, providing clients with the knowledge and skills for entrepreneurial success. Visit this blog for more articles on leadership and business.
Emile Haddad Seattle 
