5 Behaviors of Highly Engaged Employees
January 16, 2024
How we choose to live our lives greatly impacts our attitude, our relationships, and our success at work and in life. Our job satisfaction level impacts workplace productivity, physical and mental health, and personal relationships. Employees, themselves, control 30% of the factors that account for their outlook and productivity. Let’s look at 5 actions individuals can take to increase their own workplace engagement and satisfaction.
- Be aware of your own values and needs, apply for jobs at right-fit companies. If you value integrity and collaboration, look for an organization that is known for teamwork and good customer service. Avoid those with a bad reputation.
- Be honest about your strengths and weaknesses and explore right-fit jobs. Look for positions that leverage your strengths. Avoid situations in which your weaknesses are apt to cause frequent stumbling. Using your strengths for 80% of your workday yields very high engagement, satisfaction, and productivity.
- Build relationships with your colleagues. Get to know each other during breaks and lunch. Offer to help others with their projects and ask others for ideas that could enhance your work. A friendly collaborative workplace experience increases results and personal satisfaction.
- Embrace accountability. Monitor your progress towards workplace goals. When you encounter an obstacle or a setback research alternative approaches and ask others for their input. Appreciate those who praise your progress, point out shortfalls kindly, and support you in overcoming challenges.
- Be proactive. Speak up when you foresee a problem, you’re aware of customer dissatisfaction, or a colleague is down. Take the initiative to resolve small issues so they don’t turn into serious bottlenecks.
When individuals seek out right-fit jobs and take the initiative to add value at work, their intentional behaviors enhance their commitment and enrich others’ workplace experience. What can you do this week to strengthen employee engagement, job satisfaction, and organizational results?
Let’s talk straight—leadership development isn’t just a “nice to have.” It’s the engine behind real economic progress. John Kotter, a world-renowned voice in leadership and change, made it clear: organizations don’t rise or fall on products alone—they succeed because of how well they lead through change. When leaders know how to cast vision, inspire action, and adapt quickly, the ripple effect is huge. Teams become more engaged. Strategy gets implemented faster. Resistance turns into momentum. And yes—revenue and results improve. Kotter’s work shows that companies with strong leadership navigate uncertainty better and capture more market share during tough times. Why? Because effective leaders create clarity in the chaos. They don’t just manage—they lead change with purpose. If we want to strengthen our teams, our organizations, and even our communities, we have to prioritize leadership development. Not later—now. Because when leadership improves, so does everything else. That’s not just theory. That’s proven strategy. Click here to view the document: Better Leader = Better Bottom Lines and see why investing in leadership pays off. Let’s build leaders who build better futures.
In today's global workplace, the rise of remote work presents a paradox: while fully remote employees often report higher work engagement, they are less likely to thrive in their overall lives compared to their hybrid or on-site peers. According to Gallup's latest findings, 31% of fully remote workers feel engaged at work, surpassing hybrid and on-site counterparts. This higher engagement stems from the autonomy remote work offers, allowing individuals to leverage their strengths and achieve a productive flow. However, the flip side reveals a stark reality: remote workers also experience higher levels of distress, including feelings of anger, sadness, and loneliness. Despite their engagement at work, they struggle with the emotional toll of isolation and the absence of social interactions that on-site and hybrid work environments naturally provide. These insights underscore the importance of balancing engagement with overall wellbeing. While autonomy boosts engagement, it can also lead to stress without proper boundaries. Addressing these challenges is crucial for fostering a workforce that is not only engaged but also thriving in both work and life. By prioritizing social connections and providing support for mental wellbeing, organizations can create a remote work environment where employees feel both productive and fulfilled.