Is the job set up that if they do pour themselves into work, it is a meaningful experience?
We shared previously about the three drivers of employee 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).
Let’s take another look at psychological meaningfulness. Here are some key components:
- Is the job challenging, meaningful, allows autonomy and impact?
- Does the person have specific and differentiated goals?
- Does the person get regular feedback?
- Is the job set up that if they do pour themselves into work, it is a meaningful experience?
Action: Use this checklist to gauge whether your team has a reason to engage.
“When people are financially invested, they want a return. When they’re emotionally invested, they want to contribute.” – Simon Sinek