Consider this analogy: Employee engagement is like an onion with multiple layers. John Hollon at TLNT (a fantastic HR blog you should follow if you don’t already) wrote an interesting article about this concept. In Hollon’s article, “The 5 (Yes, 5!) Levels of Employee Engagement,” he profiles the 5-level engagement model that global consulting firm, Blessing White, created. While you may not agree or believe in the levels they’ve identified, the model asserts there are varying levels of what it means for an employee to be engaged.
Based on this model, what level of engagement do your employees fall under?
According to Blessing White, the 5 levels of engagement are:
- Engaged: These employees are contributing fully to the success of the organization and find great satisfaction in their work. They apply discretionary effort and take initiative.
- Almost Engaged: These employees are reasonably satisfied with their jobs and are among the highest performers.
- Honeymooners & Hamsters: Honeymooners are new to the organization or role and have yet to become fully productive. Hamsters may be working hard but focused on the wrong things — or they may be hardly working. The outcome is the same: maximum satisfaction for them and minimum satisfaction for the organization.
- Crash & Burners: This group is the opposite of the one above. They are high performers, delivering what the organization needs, but disillusioned or not achieving their personal definition of success.
- Disengaged: Disengaged employees are the most disconnected from organizational priorities and are not getting what they want from their work.
Want the full explanation about the 5 levels of engagement? Check out the interactive video from Blessing White here.
Regardless if you are a firm believer in these varying levels of engagement, the main concept holds true. Engaged employees positively contribute to their organizations and exert discretionary effort, while disengaged employees are disconnected from organization’s priorities and less likely to contribute to the organization’s success.
Do you believe there are varying levels of employee engagement?