Most people would like to have a job, a boss, and a workplace they can engage with, as well as work that gives them a sense of purpose. This aspiration is embodied by a famous Steve Jobs statement: “Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do.” In line, a recent report by the Conference Board shows that 96% of employees actively try to maintain a high level of engagement, even if many of them struggle to succeed.
Is Employee Engagement Just a Reflection of Personality?
A recent study set out to estimate the degree to which people differed in engagement because of their personalities. To illustrate this point, imagine that a friend tells you that she hates her job. Depending on how well you know her, you might question if her views are a genuine reflection of her dreadful job, or if they just reflect your friend’s glass-half-empty personality. Although the authors examined only the impact of personality on engagement — without considering the known contextual influences on it — their results were rather staggering: almost 50% of the variability in engagement could be predicted by people’s personality. In particular four traits: positive affect, proactivity, conscientiousness, and extroversion. Those who are positive, optimistic, hard-working, and outgoing tend to show more engagement at work. They are more likely to show up with energy and enthusiasm for what they do. So if you want an engaged workforce, perhaps your best bet is to hire people who have an “engagable” personality.