Both employers and employees have an equally important role in ensuring that people are engaged in their work. Employers need to make sure the conditions in the workplace encourage innovation, initiative and growth, because these are key elements in helping employees feel engaged with the work they are doing. Employers also need to set performance management goals with their employees in order to balance expectations and tangible results. This helps to ensure that both employer and employee are on the same page. Employers also need to check in with their employees on a regular basis to discuss growth opportunities and workplace challenges. Staying engaged with employees helps make sure that employees are feeling engaged with their work.
Employees on the other hand need to actively pursue professional development opportunities. Many workplaces not only offer, but encourage employees to work on new projects, take on different roles, and pursue career advancement. I strongly believe that employees need to identify key elements that they are passionate about or interested in to stay engaged with their work. Employees must also be proactive, if they are feeling detached or discouraged in their work they need to talk with their managers/supervisors, and work to identify challenges as well as opportunities to change this situation. Employees need to challenge themselves on a regular basis so they don’t become complacent or bored with the work that they are doing. Employees have a big role in shaping the level of engagement they have with their work.
While there is no magic one-size fits all solution to staying engaged with work, I believe that if both employers and employees work together they can ensure that work stays challenging as well as rewarding. This will be of benefit not only to the employer and employee but to workplace productivity and workplace culture.