Engagement: What Happens at Home after Work?

Posted on February 12, 2013 by TNS Consulting Team (via Scott Spayd)

When we think employee engagement, we typically think about work life. While employee engagement is important while at work and on the job, our lives outside of work are also important to consider. How do the two worlds help or hinder each other?

If I stop and think about my own work life, I know that I spend a lot of time at work. There are some days I feel like I get home and blink my eyes before it is already time to go to bed. If I were to rate my own personal engagement level at work, I would rate it pretty high. I not only enjoy my job and the work I do each day, but I have a lot of personal satisfaction in my accomplishments. I am a firm believer that this spills over into my personal life. Although I work long days, I do not get home and move to the couch. I constantly engaged with a project, task, or challenge outside of work whether it be reading, planning a wedding, or training for a race.

Culbertson, Mills, & Fullagar (2012) conducted a study that examined the spillover affect of engagement from the workplace to an employee’s home. Before implementing a survey, the researchers believed that if an employee was fully engaged at work and was enthusiastic about their work, the same would be true for their life at home.
The research indicated that engagement factors vary each day. This makes sense as we all have different kinds of days at work and no day is the same. Therefore, our engagement levels can vary as well.

The importance of this research is the recognition that work life is not only affected by what happens at work. To house the most engaged employees, an organization has to realize that life outside of work has a significant impact on employees while at work. Organizations can not solve all home and family life challenges, but they can help by providing resources that are commonly needed and raising awareness.

How do you think employee engagement is connected to work life balance?

Reference: Culbertson, S., Mils, M., & Fullagar. (2012). Work engagement and work-family facilitation: Making homes happier through positive affective spillover. Human Relations, 65, 1155-1177.

TNS Consulting Team (via Scott Spayd)

About TNS Consulting Team (via Scott Spayd)

Great companies know that it takes highly engaged employees to retain customers and make their brand promise come alive. To make the connection between your employees, customers and brand, you need a partner with deep expertise across several areas. Only KANTAR TNS has over two decades of employee survey experience, as well as access to the consultative and research resources of the world’s largest customer satisfaction benchmark database and brand analytics research. Whether you have 200 employees or 200,000, Kantar TNS has the expertise and the advanced measurement, reporting, and follow up tools you need to deliver on your employee and customer brand promise.

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