Passion, commitment, job satisfaction, positivity, drive, connection to the company—all sentiments that explain or define employee engagement. When you start to look at employee engagement seriously*, you’ll find rather quickly that it’s easy to confuse cause and effect. Making the distinction between driver and outcome is instrumental in developing a strategy around engagement, especially when it comes to measuring it.
For example, would you say that one’s tendency to help others around them is a driver or an outcome of employee engagement? Is a commitment to customer service a driver or outcome? What about good communication among employees?
Cornell University’s Chris Collins explains the importance of making these distinctions and why they’re so important to identify.
Note: We pick up the discussion here at 2:05, so click to the beginning of the video for a better grasp on the ways that we’ve historically defined engagement.
*Here are 4 tips to increase engagement and set your team on a course for growth and prosperity.