Engagement | My Birkman Coach

Use their talents every day.
Consistent levels of high performance.
Natural innovation and drive for efficiency.
Intentional building of supportive relationships.
Clear about the desired outcomes of their role.
Emotionally committed to what they do.
Challenge purpose to achieve goals.
High energy and enthusiasm.
Never run out of things to do, but create positive things to act on.
Broaden what they do and build on it.
Commitment to company, work group, and role.

Potential pothole:

Engaged employees can fall into a comfort zone and stop stretching to new performance levels.

Not Engaged

The difference between this group and the engaged is twofold. First, their impact on business outcomes is not as significant. Second, they exhibit gaps in levels of engagement, which makes them less predictable as a group. Some employees may share the values and the mission of their team and organization but lack precision in terms of the expectations of their role. Others may experience the need to employ their talent more directly, while for still others the gap may refer only to the absence of a meaningful relationship with their manager. Many not-engaged employees can be considered “in transit”. They are waiting for an opportunity to become fully engaged.