Workaholism is related to working hard and performing well, it is additionally associated with poor well-being.
Employee Engagement is highly coveted by leaders because we now recognize the link between engagement and productivity. Because of that link, however, it’s important to distinguish between engagement and workaholism, or working excessively and compulsively. Research suggests that the more engaged employees are, the harder they work, the better they feel, and the better they perform. Although workaholism is also related to working hard and performing well, it is additionally associated with poor well-being.
There are three key drivers of engagement. They are psychological meaningfulness (having a reason to engage), psychological safety (experiencing the freedom and safety to engage), and psychological availability (having the capacity to engage). These are the conditions that must be met in order for employees to be engaged, and each has significant implications.
Action: Take a look at your team and examine each person vis-a-vis the engagement drivers above. Identify one small change you can make to drive an impact for that person.
Some good ideas about how to increase engagement in this video.
“You have to be selfless, but you can’t lose yourself in that. You need to know what you personally contribute.” – Megan Rapinoe