by Benjie Garcia

Companies have been forging ahead with efforts to enhance employee engagement in order to enhance productivity, optimize employee turnover, improve quality and increase profitability.

An often quoted research finding comes from Gallup that mentions only 13% of employees in their worldwide survey are “Engaged”.  Although the numbers vary, other surveys confirm the challenge of relatively low engagement levels among employees.

Despite significant efforts, usually driven by the HR function, raising employee engagement continues to be a challenge for many organizations. This issue takes on greater urgency when one considers that many organizations have been implementing employee engagement programs for the past 30 years. To be fair, earlier initiatives were focused on employee satisfaction which was based on a different model.

In one of his video blogs, Dr. Marshall Goldsmith brings up an insightful observation that most employee engagement programs are focused on what companies are doing to improve engagement but perhaps not enough attention has been given to helping employees engage themselves. Through my years of work experience across cultures, I’ve subscribed to the view that all an organization can do is to provide the resources and environment for engagement but, ultimately, it is the employee who makes the choice. With this in mind, let me share three coaching techniques employees can practice to enhance their level of engagement at work :

Based on research findings, beginning each question with “Did I do my best” in these self-reflection questions enables a person to take accountability for her/his own engagement and happiness.

By encouraging our employees to develop these and many other self-coaching techniques, they will be better equipped to maintain a positive level of engagement as they face challenges, issues and stressful situations at work and outside of work.

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