Senior talent executives may be surprised to learn that a sizable number of people who are highly engaged at work don't intend to stay with their company for long. Talent leaders don't have to just wave a sad goodbye to their employees, however. Offering career enhancement and work opportunities as well as performance-based rewards can act as effective retention tools and foster high levels of engagement to ensure not only that employees stay at a company, but they give the organization their all.
High engagement can be a critical component of a company's success. The typical employee engagement definition includes elements of commitment to the employer, willingness to interact to help reach the company's objectives or goals and full involvement in and dedication to individual work responsibilities. But engagement goes deeper than that. According to research and consulting company Scarlett Surveys, "employee engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization which profoundly influences their willingness to learn and perform at work."
High engagement can be a critical component of a company's success. The typical employee engagement definition includes elements of commitment to the employer, willingness to interact to help reach the company's objectives or goals and full involvement in and dedication to individual work responsibilities. But engagement goes deeper than that. According to research and consulting company Scarlett Surveys, "employee engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization which profoundly influences their willingness to learn and perform at work."