Employee engagement is important to enhance the future development of any type of business organization. Feedback between worker and employer is necessary like water for a human, making this relationship one of the pillars of any undertaking.

• I know what is expected of me at work.
• I have the materials and equipment I need to do my work right.
• At work, I have the opportunity to do what I do best every day.
• In the last seven days, I have received recognition or praise for doing good work.
• My supervisor, or someone at work, seems to care about me as a person.
• There is someone at work who encourages my development.
• At work, my opinions seem to count.
• The mission or purpose of my company makes me feel my job is important.
• My associates or fellow employees are committed to doing quality work.
• In the last six months, someone at work has talked to me about my progress.
• This last year, I have had opportunities to learn and grow.

• Leadership.
• Rewards and recognition.
• Professional growth.

Employee engagement theory is the idea that by provoking/challenging, supporting/encouraging and motivating/inspiring employees, organizations increase satisfaction and maximize staff performance thus increasing company performance.

• Cognitive Engagement: This involves the extent to which employees focus on their work tasks.
• Emotional Engagement: This consists of the here and now experience that the employees have while doing work.
• Physical Engagement. With team building activities for instance, workout encouragement.

Key Driver of Engagement:“My work space is comfortable, and I have the tools and resources I need.”

Effect on Employee Performance:When this need is met, employees look forward to coming to work and can perform more.

• Connect work to a purpose.
• Pull back the curtain between worker and employee.
• Build Trust.
• Listen to improve employee engagement.
• Encourage an attitude of gratitude.

• Giving the Right Tools.
• Offering Individual Attention.
• Teaching them and giving Training / Coaching.
• Listen to their needs.
• Get Social with them and get closer.
• Serve Others as if it was you.
• Recognize Proudly and Loudly their work/job.

• I am proud to work for [Company]?
• I would recommend [Company] as a great place to work?
• I rarely think about looking for a job at another company?
• Have you recently thought about leaving [Company]?
• I see myself still working at [company] in two years' time
• Do others provide you with recognition for your accomplishments at work?
• Do you feel like your supervisor is invested in your success?

• What do you enjoy most/least about your company?
• What can the company do better to make things better for you?
• Is there anything preventing you from doing your job well or in a safer way?
• What changes have you seen since the last survey or the company growth?
• How would you describe communication within your team and the enterprise?

• Uphold your company's core values.
• Carve out career paths for growth.
• Provide opportunities for learning and improvement.
• Recognize top performers and encourage them to help others.
• Promote transparency between the team/workers, and the business.
• Solicit and use feedback from your team and other companies who do perform better in terms of employee engagement.
• Hold employees accountable.
• Hold yourself accountable.