Why Employee Engagement Matters Part Three

Q: “What are the costs of implementing an employee engagement program?”

A: The good news is that employee engagement programs are not costly.  In fact, they are not really programs. They are culture changes that help employees find passion and meaning in their work. Some concrete ways organizations are incorporating employee engagement include involving employees in decision-making, helping them find a sense of purpose in their work and creating an interconnectedness, whereby they see how what they do is part of the bigger picture.

For example, while touring an organization recently, I had an opportunity to listen to an employee discuss his work, and it was evident that his heart was in his job. He explained how what he was doing had the ripple effect of helping others stay safe and, in turn, it made our country more secure. As I left, I remarked that he had a very meaningful job, and his response was, “It is not a job.” In that same organization, an employee explained how he received a speeding ticket getting to work (not leaving work) because he could not wait to work on a project.

By creating a culture of engagement, employees are motivated, dedicated and passionate. Engaged employees take care of customers, and the organization I visited had so much business, it hired several people this year. This is a great example of how employee engagement is good for business.


About the Author:


Dr. LaVena Wilkin has served as Sullivan University’s Ph.D. Program Director since June 2013. She holds a Ph.D. in Conflict Analysis and Resolution and is certified as a mediator, conflict coach and employee engagement facilitator. Dr. Wilkin is the editor of the Journal for Conflict Management, co-author of a book entitled Organizational Conflicts: Challenges and Solutions and a regular contributor to Louisville Business First newspaper. Her articles on employee engagement originally appeared in Business First’s “Consult the Experts” column.

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