??Know thyself? was written over the portal of the antique world. Over the portal of the new world, ?Be thyself? shall be written.? –Oscar Wilde

We?ve all seen survey after survey that shows that employee engagement around the world is stuck near record lows. For over a decade the traditional measures have included corporate-wide initiatives from HR, and leadership training for managers.

But all this time we?ve neglected the individual worker. We need to realize that intrinsic motivation matters as much as extrinsic factors.

Know yourself, be yourself.

Based on surveys of over 10 million workers in 150 countries, and on my own experience as a Best Place to Work winner, I?m convinced that the four major drivers of engagement are:

  • Communication
  • Growth
  • Recognition
  • Trust

But of those four items, which ones are most important to you?

A young professional may be more interested in Growth and learning than an older person who is only a couple years away from retirement. One person may be highly motivated by Recognition from her peers, while another may be more engaged by a compelling future vision (i.e., Trust in leadership).

To help individuals uncover their own personal engagement triggers, I developed a 16-question online assessment. Located at www.MyEngagementStyle.com this free online profile provides the start to ?knowing thyself?.

Once you know what your own engagement triggers are, you can then focus on ?being yourself? at work, and partnering with your boss to make sure the secrets to your own workplace engagement and happiness are realized.

This is a guest post by Kevin Kruse.?Kevin Kruse?is a New York Times bestselling author. His newest book is Employee Engagement for Everyone: 4 Keys to Happiness and Fulfillment at Work.

Jappreet Sethi

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Jappreet Sethi
Jappreet Sethi, CEO and founder of HexGn, stands out as a strategic human resource management and entrepreneurial mentorship expert. Under his leadership, HexGn, known for its dynamic community of serial entrepreneurs and industry experts, has trained over 5000 entrepreneurs from 20+ countries, reinforcing its global impact in entrepreneurial education. Sethi’s extensive experience includes strategic government projects, developing e-commerce strategies, and authoring white papers on technology in internal security. His international workshops have spanned 15 countries, aiding participants and clients in raising investments. His tenure as head of People and Process Consulting at Jones Lang LaSalle India and his role on JLL's global Diversity board reflect his deep understanding of organizational dynamics and transformative change. A certified facilitator with an impressive track record in leadership development, Sethi’s expertise in process management is evident in his achievements as a Six Sigma Black Belt and master lean practitioner. He’s also a visiting faculty member at leading institutes, a prominent speaker, and the founder and lead editor of the acclaimed HR blog, humanresourcesblog.in. Recognized as a top HR influencer, Sethi's unique blend of strategic HR expertise, global mentorship, and organizational transformation insight makes him an invaluable asset in guiding companies through growth and innovation.

1 COMMENT

  1. Asking questions are actually good thing if you are not
    understanding something completely, except this post provides
    pleasant understanding yet.

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