What Does It Take to Be Fully Engaged at Work?
Back in 2018, the ADP Research Institute surveyed employees around the world to understand workplace engagement. Although much has changed since then, the findings still offer valuable insights, particularly in today’s rapidly evolving work environment. In this post, I want to highlight a few key takeaways that could reshape how you think about choosing where and how you work.
The survey revealed that a vast majority of employees were simply showing up to work, with only 16% fully engaged—a figure consistent with other workplace studies. Fast forward to today, and the “Great Resignation” seems partly fueled by individuals stepping away from jobs that lack meaning or engagement.
However, one standout finding from the 2018 study was that, in the U.S., employees who were part of a team were twice as likely to be fully engaged. That’s a significant difference, and it makes sense. Being part of a team brings a social element that remote work and physical distancing can sometimes dampen. But in a strong team, each member contributes unique strengths, delivers specific value, has autonomy within their domain, and learns from teammates.
Interestingly, most gig workers, like external consultants, also see themselves as part of teams and are more engaged when they are. Just because you’re your own boss doesn’t mean you have to be isolated.
When considering your next job, you might pay attention to an organization’s mission and values. However, it’s your manager and your team that will likely have the most significant impact on your work experience. What do you look for when searching and interviewing? What questions do you ask to gauge the team dynamic and leadership? This is something I work on with my coaching clients to help them make better-informed decisions in their job searches.
Do You Thrive on a Team?
You might think of the people you interact with most frequently as your closest and most engaged teammates. Where once your teammates were in the same lab, office, or conference room, today they’re names and (maybe) faces on a screen. Employers and employees alike have expressed concerns about how the shift to remote work affects collaboration and communication. Is it possible to feel fully engaged in your work when you’ve lost the opportunity to bump into colleagues and chat regularly?
Surprisingly, a 2018 global survey found that fully virtual employees were more likely to be engaged at work than those in the office or who traveled for work. While it’s difficult to directly compare this to today’s remote work environment—considering the current state wasn’t a proactive choice, and many have faced challenges like shared spaces at home, childcare, and other stresses—some have found that remote work suits them well.
Remote or “distributed” teams have been a standard in some industries, particularly tech, for years. The past few years have shown other sectors—and their employees—that this approach can work for them too. As you search for your next role, you may find more flexibility around where you work. LinkedIn even has a search filter for remote positions now. And you can rest assured that this doesn’t mean giving up teamwork or engagement at work.
What are some tactics you’ve used or observed that effectively build team relationships in a distributed environment? If you’ve been interviewing for jobs recently, are there red flags you’ve noticed during the hiring process? Or perhaps “green” flags that indicate an organization knows how to manage great virtual teams?
How Many Teams Are You On at Work?
Organizational charts tend to place you within a single unit, but that often doesn’t reflect how you actually work. You might be involved in multiple projects, each with its own team assembled from different parts of the organization. In fact, some see this project-focused, fit-for-purpose team approach as central to the future of work.
Referring back to the global work engagement study, most employees work on more than one team—70% in companies with 50 or more employees. And those who work on multiple teams are slightly more likely to feel fully engaged at work. Another intriguing finding is that people who have one full-time and one part-time job—either at different companies or as gig work—are the most engaged.
I’ve seen this in my own experience. I work full-time with BARDA, building vaccine manufacturing capacity for current and future pandemics, and I run my own company, providing career coaching to professionals with STEM degrees. Each of these roles allows me to showcase different skill sets in distinct ways. Plus, the skills I’ve developed in owning a business—marketing, operations, communications—enhance my “day” job by applying them to teams and projects at BARDA.
Ultimately, being a valued member of teams—at least one, and preferably more—can significantly improve your work experience.
How were you integrated into teams when you started working? Has that changed as you’ve progressed in your job? What questions could you ask to better understand the real team structures at a prospective employer—not just those on paper?