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It’s an obvious fact worth repeating: without its employees, a company cannot function. It therefore needs competent and motivated teams who share its vision and goals.
This is where the concept of employee engagement comes into play. It refers to the degree of an employee's involvement in their work, and more broadly their willingness to pursue the objectives set by the company.
However, the current situation is rather worrying. According to the latest Gallup study conducted in 2024, only 13% of employees in Europe are engaged. Compared to Southeast Asia, where 26% of employees are engaged, and North America where the figure is 33%, Europe is lagging behind. In France, only 26% of employees report being engaged in their work. This is the lowest score among the five countries surveyed in 2024 by the United Heroes Corporate Engagement Observatory.
Fortunately, this widespread disengagement is not inevitable. In reality, there are many solutions to address it. We’ll take a closer look in this article.
But beyond the figures and observations, let’s ask ourselves a simple question: what motivates an employee to get up every morning with the desire to contribute? And above all, how can we nurture this spark in a constantly evolving work environment?
Why is Employee Engagement a Central Issue?
In recent years, employee engagement has become a major concern for companies. It must be said that it is a real performance driver: it creates a sense of motivation and loyalty among employees, while improving their overall satisfaction and added value. The benefits: reduced absenteeism and turnover, increased productivity, better team cohesion, and greater well-being among employees.
It is also, in very pragmatic terms, a way for companies to differentiate themselves from competitors, beyond the products or services they offer. In other words: to enhance their reputation and employer brand, which helps attract new talents and new clients.
This discussion takes place in a context of profound transformation in the world of work: the generalization of remote work and flexibility, an increased search for meaning, a stronger desire to separate private and professional life… Additionally, new expectations are emerging among employees: the desire to be autonomous and to have a positive impact on society, a need for meaning and recognition, etc. As mentioned in the introduction, recent studies report a stagnation, or even a decline, in engagement worldwide.
We are therefore facing a paradox: the need for employee engagement has never been stronger... yet actual engagement has never been so weak. At this stage, the question is no longer whether to act, but how. What truly motivates an employee? What levers should be activated to create a lasting bond with the company? That’s what we’ll explore next.
Understanding What Employee Engagement Is
What Is Employee Engagement?
In an organizational context, engagement can be defined as an employee’s emotional and professional commitment to their company. It simply means adopting the company's objectives as one's own, and working to achieve them. It also means adhering to its vision, its values, and demonstrating loyalty to it. An engaged employee thus goes beyond the tasks assigned to them: they are proactive and show innovation. In short, engagement is characterized by a voluntary approach, marked by a desire to actively contribute to collective success.
In 2017, a study conducted by Gallup showed that employee engagement is based on four fundamental pillars, modeled after Maslow’s famous hierarchy of needs.
The first pillar of engagement encompasses basic needs, namely working conditions (equipment, premises, working hours, etc.). The second pillar is management: this includes relationships within the organization and recognition of the work accomplished. The third pillar is teamwork, relating to the bonds that can form among colleagues within the company. Finally, at the top of the pyramid, there is progression, meaning the opportunity to advance and learn in one’s role: in short, continuous learning.
That being said, every employee is different, and their needs can vary. Nevertheless, this model provides a foundational framework to build upon.
Not to Be Confused With…
Engagement is not:
- Satisfaction: it is a passive, even superficial, state. It can also be fleeting and not last over time; similarly, one can be satisfied with their work without feeling particularly engaged.
- Happiness at work: more subjective, this element depends on many personal factors. Thus, an employee can be happy at work without necessarily feeling engaged
- Motivation: it can be temporary, and therefore does not guarantee lasting engagement. Moreover, one can be motivated by their tasks without having the desire to go further or be loyal to their company
As you can see, the concept of engagement is complex and goes beyond simple feelings of fulfillment and satisfaction. It should actually be seen as a form of loyalty and commitment to the company.
A fully engaged employee does not work solely to receive a salary or secure stability: they also wish to play a role in achieving the company's goals.
