Building a Culture of Engagement

At a recent event hosted by Conscious Capitalism Arizona, I had the opportunity to ask the following question of David Gardner, co-founder of The Motley Fool: “David, what is the most important thing you look for in a company when you are considering making an investment?” Without hesitation, David replied: “The level of employee engagement.”

Great wisdom from someone who has demonstrated an uncanny ability to spot great long-term investments.

A recent article from The Gallup organization ( explains both the value of high employee engagement and the 4 key factors that drive engagement. The article is worth reading in its entirety; however, here are a few of the key points:

  • The organization has a well-defined purpose and brand — why it exists and how it wants to be known, and this purpose is made a part of everyday decision making.
  • Leaders train their managers to act as “coaches” rather than “bosses.” Those who are not able to get their teams engaged are moved to different roles, because these companies know that mediocrity in the area of employee engagement simply cannot be tolerated.
  • The company documents and regularly communicates best practices across the organization.
  • The leaders go first – they demonstrate the attitudes and behaviors that they are looking for in others.

As a leader, are you taking steps to create a high development culture? If not, don’t be surprised if you get the feeling that your employees are not fully engaged. They probably aren’t.