You’ve heard of it. You’ve decided to measure and improve it. But do you really know what it is? And, more importantly, why should you care? Employee engagement is no longer just a differentiator— it’s a requirement for any organization that expects to be and stay competitive in an era of accelerating change.
In this article, you will learn...
What is employee engagement? 🧑💻
Here at 15Five, we define employee engagement as "the emotional commitment and passion that an employee has towards their work and employer, demonstrated by their willingness to expend discretionary effort to help the organization succeed."
To go a level deeper, we believe that employee engagement is impacted by a person's belief in their organization's goals and values. It is characterized by enthusiasm, dedication, and a willingness to invest effort in work activities.
Engaged employees are...
- Motivated to contribute to the organization’s success 📈
- Feel a sense of purpose and satisfaction in their work 🌟
- Often go above and beyond in their roles 🚀
Did you catch the part of the definition about “helping the organization succeed”? The more an employee is driven by passion and purpose, the more meaning they'll find at work and the more profound the bottom-line impacts will be for the business at large. High levels of engagement typically result in increased productivity, better performance, and lower turnover rates.
Furthermore, engagement is not equal to job satisfaction. Anyone can be satisfied with a job that meets their basic needs and still lack the inspiration and motivation needed to excel— and that’s a big deal. When employees are engaged, a subsequent path to value ensues. That’s a far cry from employees who are merely happy with their employers and satisfied with the work they do.
Employee engagement vs Job satisfaction ⚖️
On the surface, “job satisfaction” and “employee engagement” seem interchangeable. But a happy employee doesn’t always mean a healthy, engaged one.
In the past, this misunderstanding has led organizations to try and improve satisfaction by simply throwing money at the problem of disengaged workers with increased pay and perks. But when employee engagement is built on motivation and commitment, those things won’t do much to make people stay.
Think of it this way:
- Job satisfaction: You’re leaning back in your chair. Not unhappy, but not all that excited about your work either.
- Employee engagement: You’re leaning forward in your chair. You’re excited and motivated to do great work and move the business forward.
The graphic below illustrates key differences between job satisfaction and employee engagement. While satisfaction focuses on surface-level perks and short-term fixes, engagement digs deeper, addressing meaningful aspects that drive long-term motivation and performance.
In summary, job satisfaction can be driven by perks and comfort but may not lead to productivity or retention, whereas employee engagement taps into a sense of purpose, driving higher levels of commitment, performance, and organizational loyalty. For organizations, understanding this distinction is key to creating a thriving work environment where employees feel both satisfied and engaged, leading to better outcomes for everyone.