What is the relationship between engagement and psychological well-being?

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Let’s be clear: the worse your mental health at work, the worse your engagement will be. Yes, they go hand in hand in every scenario. In all companies, in all markets and in all countries. After all, both originate in the human brain. It is as if mental health is the basis through which commitment to work can exist. Which makes sense, since engagement is fulfilling yourself professionally by following your purpose and, when someone performs a task that goes against their personal values, they end up going against themselves. The consequence is that the negative effects affect psychological well-being. Proof of this is that, according to the president of the International Stress Management Association in Brazil , Ana Maria Rossi, engagement is a way of preventing Burnout syndrome , which currently affects 30% of Brazilian workers and, unfortunately, is only growing. Furthermore, an environment with a positive culture is among one of the top five aspects that employees consider very important for an employer to provide, according to Microsoft's  Work Trend Index survey. At this point, you can already see that engagement does not happen “out of nowhere”.

It appears in situations favorable to its development. With the right stimuli, like those already mentioned, both the engagement and the mental health of employees benefit. Consequently, the company has more earnings as well. Check it out: Having a good culture increases revenue by up to 4x ( Forbes ). 75% of workers said they want to work for a company that contributes to society in a positive way ( PwC ). Engaged workplaces Brazil Phone Number Data improve customer ratings by 10% and increase sales by 20% ( Qualtircs ). Options for measuring engagement To know whether the company's professionals are truly engaged in their work, it is not enough to rely on guesswork or shallow conclusions. At the same time, measuring engagement is not such an easy task since there is a subjective component. However, thanks to different types of qualitative research, such as the data above, it is possible to have a much better idea of ​​this in the team. Net Promoter Score (NPS) NPS is a metric that measures the level of customer satisfaction with a brand.



However, it can also be used to measure employee satisfaction with the organization. This is a very simple survey, asking questions such as: Answer, from 0 to 10: Would you recommend the company as a good place to work? How satisfied do you feel with your position today? There don't need to be many questions, because the idea is to have specific feedback on the subject. After carrying out the survey, you will separate people into detractors (responses 0 to 6), neutrals (responses 7 or 8) and promoters (responses 9 or 10). Then apply the formula: NPS = (Detractors – Promoters) / Total respondents The result will be the overall satisfaction index in relation to the company. And, as this topic is closely linked to each person's personal values, it already offers a great clue regarding the teams' overall engagement. Organizational weather research A climate survey gives us many clues about how employee engagement is going. After all, a negative perception of the work environment is already a big indication that employees are not very engaged.