You recognize a disengaged worker when you see one: the receptionist balancing her checkbook, the nurse speaking ill of a doctor with her patient, the manager taking no action to correct a customer's complaint. It's obvious that these characters would rather be anywhere but at work, and they're only doing their job because someone is watching. While these obviously disconnected guys are easy to spot, do you know how much your disinterest is costing your organization?

According to the Center for Talent Retention, these completely disengaged workers only contribute 55% of their skills to their jobs. That means 45% of your time at work is "wasted time." That equates to 18 hours in a 40-hour workweek; How much are those 18 hours worth with the salary of a registered nurse? And those are just the salary ramifications of a disengaged employee. In addition to lost productivity, a disconnected person is not providing a desirable level of customer service, nor is they making a contribution to the team. The entire environment is affected by disconnected employees.

Even "slightly stronger" workers who seem somewhat engaged in their jobs are still performing at 75%. When you take into consideration the number of "somewhat engaged" or "genuinely disengaged" employees and estimate what they are costing your organization, you begin to see the importance of cultivating a fully engaged workforce.

3 Characteristics of engaged employees

Almost anyone can intuitively recognize employee engagement - an employee who is fully engaged, enthusiastic, and inspired by their work. The fully engaged employee will choose to act in a way that benefits the organization.

1. Engaged employees have an emotional bond with their work. They are passionate about their work and feel connected to their employer. They believe that they can have a significant impact on the organization's goals and customer service.

2. Engaged employees participate in problem solving. They feel like a true "owner" and strive to find innovative solutions to problems. They believe they have a voice in the organization and feel empowered to use that voice to improve their workplace.

3. Engaged employees are engaged. They will do whatever it takes to deliver consistent, high-quality results. In addition to being committed to superior performance, engaged employees are committed to their employer and are much more likely to stay with the organization.

4 things that influence employee engagement

There are numerous factors that contribute to an employee's feeling of commitment, four of the most important include:

· Feeling valued: Does the employee feel that their work is valuable to the organization? Employees who feel like they are "just a number" or "just another helper" may inadvertently convey that sentiment to their customers as well.

· Understanding of expectations: Does the employee have the knowledge and information to perform the job effectively? Do you know what is expected of them? Unclear expectations or lack of basic training put the employee at risk of termination. Combine that with a shortage of materials and equipment and it will generate negative feelings. In such a case, the employee focuses on simply getting through the day, rather than thinking about how he is contributing to the greater good of the organization.

· Supportive relationship with supervisor: How is the employee's relationship with her supervisor? Supervisors who listen and provide regular feedback and seek ideas and concerns are more likely to generate employee engagement. Engaged employees respond well to rewards and gestures of thanks from their supervisors; Such gestures often mean more than financial compensation because they reinforce that the supervisor recognizes and rewards what is important.

· Feeling 'informed' Do employees know what is happening throughout the organization and how it affects their work? Communication is essential to reinforce employee engagement and engagement. Clear and consistent messages that are regularly communicated through a variety of channels serve to foster engagement at all levels of an organization for more information click here

Author's Bio: 

Four Steps to Increase Employee Engagement