“Engaged” employees are builders. They want to know the desired expectations for their role so they can meet and exceed them. They’re naturally curious about their company and their place in it. They perform at consistently high levels. They want to use their talents and strengths at work every day. They work with passion, and they have a visceral connection to their company. And they drive innovation and move their organization forward.” (Sanford, 2002)
“Engaged Performance is defined as a result that is achieved by stimulating employees’ enthusiasm for their work and directing it toward organizational success. This result can only be achieved when employers offer an implicit contract to their employees that elicits specific positive behaviors aligned with the organization’s goals….the six core elements of the model are quality of work, work/life balance, inspiration values, enabling environment, future growth/opportunity, and tangible rewards.” (The Hay Group, 2001)

Sanford, B. (2002). Building a highly engaged workforce: How great managers inspire virtuoso performances: A GMJ Q & A with Curt Coffman. Gallup Management Journal. Retrieved October 27, 2005, from The Hay Group. (2001). Engage employees and boost performance. Retrieved November 1, 2005, from