Have you ever had one of those dreams where you found yourself in a predicament with no way to escape the situation? Maybe you were screaming for help or flailing your arms, but no one noticed your frantic SOS? Perhaps that dream ended with a sense of resignation that things weren’t going to get better—so you just accepted your fate.

Taken to an extreme, this is what it can feel like to be disengaged at work. Disengaged employees –those who feel like they’re not being heard and that their contributions aren’t valued – are likely to coast by, doing the bare minimum necessary, until (maybe) they jump ship entirely for a more fulfilling opportunity. And if you have a culture of disengagement, that can lead your organization in a wayward direction and make it very hard to correct course.

Reorienting can be difficult, but it’s certainly not impossible—and it might take less time than you’d think. We’ve identified 12 drivers that can be your North Star to follow toward achieving a more engaged culture in one year. Taking on all 12 at once can be overwhelming for even the most dedicated organizations, so try tackling one per month, or three per quarter.

Drivers of Employee Engagement Infographic

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To take pulse of your current employee engagement, you’ll need to conduct a survey, if you haven’t already. This will give you a baseline with which to evaluate your efforts and help you identify which of the 12 areas of employee engagement you need to focus on most in the coming year.

For an employee engagement survey template you can use right away, download our ebook, “How to Design an Employee Engagement Survey.”

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