Six Crucial Factors for Work Engagement


The amount of work to be done in a given time. A manageable workload provides the opportunity to do what one enjoys, to pursue career objectives, and to develop professionally. A crisis in workload is not a matter of simply stretching to meet a new challenge, but of going beyond human limits.

Sample: I do not have time to do the work that must be done.


The opportunity to make choices and decisions, to solve problems, and to contribute to the fulfillment of responsibilities. A good match occurs when there is a correspondence between control and accountability. A mismatch occurs when people lack sufficient control to fulfill the responsibilities for which they are accountable.

Sample: I have control over how I do my work.


Recognition - financial and social - for contributions on the job. A meaningful reward system acknowledges contributions to work and provides clear indications of what the organization values. People experience a lack of recognition as devaluing their work and themselves.

Sample: I receive recognition from others for my work.


The quality of an organization's social environment. People thrive in communities characterized by support, collaboration, and positive feelings. Mismatches occur when there is no sense of positive connection with others at work.

Sample: People trust one another to fulfill their roles.


The extent to which the organization has consistent and equitable rules for everyone. An important element is the extent to which resources are allocated according to generally understood and consistent procedures. Fairness communicates respect for the members of an organization's community. A lack of fairness indicates confusion in an organization's values and in its relationships with people.

Sample: Resources are allocated fairly here.


Values are what is important to the organization and to its members. When organizational and personal values are congruent, successes are shared. Mismatches occur when differences exist between an organization's values and the values of its staff, or if the organization does not practice its stated values.

Sample: My values and the organization's values are alike.

You can survey yourself or your organization using the Worklife Self-Assessment online, or learn more by reading Banishing Burnout, which contains effective action plan assistance to banish burnout and help you engage with your work.

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