Last week, I had the pleasure of interviewing Lauren Shulkind, a recent graduate of the School of Visual Arts. Lauren’s work focuses on the human body in relation to technology and how our relationship to technology is constantly evolving. We discussed a range of topics including her process, what inspires her, and what she’s working on currently. I found her insights to be both unique and inspiring, and I’m excited to share them with you all today.

Why Lauren Shulkind is an Expert on Employee Engagement

Lauren Shulkind is an expert on employee engagement. She has a wealth of experience in the area, and her insights have helped organizations improve their performance and bottom line.

In her role as CEO of Engagement International, Lauren has worked with clients such as The Coca-Cola Company, Google, LinkedIn, and Microsoft. She is a sought-after speaker on the topic, and her work has been featured in The Wall Street Journal, Forbes, The Washington Post, and Fast Company.

Lauren is passionate about helping organizations create cultures where employees can thrive. She believes that when employees are engaged, they are more productive, creative, and committed to their work. This leads to better business results for the organization.

Lauren’s work is based on research and data. She has conducted extensive studies on employee engagement and has written numerous articles and reports on the topic. Her insights are backed by years of experience working with organizations of all sizes in a variety of industries.

What is Employee Engagement?

There are a lot of misconceptions out there about employee engagement. For starters, many people think that employee engagement and employee satisfaction are the same thing. But they’re not. Employee satisfaction is a measure of how happy an employee is with their job. Employee engagement, on the other hand, is a measure of how connected an employee feels to their work and their company.

It’s important to make the distinction between the two because they have very different implications for businesses. Employee satisfaction is important, but it’s not enough on its own to create a productive, engaged workforce. To do that, you need employees who feel like they’re part of something bigger and who are committed to making your business succeed.

So, what exactly is employee engagement? Here are a few key characteristics:

1. Employees who are engaged are passionate about their work and feel a strong connection to their company. They don’t just show up for a paycheck—they want to be there and contribute to your success.
2. Engaged employees are highly motivated to do their best work and will go above and beyond what’s expected of them.
3. Engaged employees are team players who care about the success of their colleagues as well as their own. They’re also more likely to stay with your company for the long haul because they feel invested in its future.
4. Engaged employees take pride in their

The Three Key Components of Employee Engagement

There are three key components to employee engagement: communication, trust, and loyalty.

Communication is the foundation of any good relationship, and it’s no different when it comes to the employer-employee relationship. employees need to feel like they can openly communicate with their employers about both the good and the bad. When there’s open and honest communication, employees feel valued and appreciated, and that leads to engagement.

Trust is another important component of employee engagement. Employees need to trust that their employer has their best interests at heart. When employees feel like their employer is looking out for them, they’re more likely to be engaged in their work.

Finally, loyalty is a key component of employee engagement. Employees who feel loyal to their employer are more likely to be engaged in their work. Loyalty creates a sense of connection between an employer and an employee, and that connection leads to engagement.

How to Measure Employee Engagement

There are a few key ways to measure employee engagement in your company. First, you can survey employees regularly to gauge how engaged they feel with their work. Secondly, you can track employee attrition rates and compare them to industry norms. Finally, you can hold focus groups or one-on-one interviews with employees to get qualitative feedback on their engagement levels.

Each of these methods has its own advantages and disadvantages, but used together they can give you a good sense of how engaged your employees are. If you find that engagement levels are low, it’s important to take action to improve the situation. There are a number of things you can do to increase employee engagement, including providing more opportunities for training and development, increasing communication between management and staff, and offering more flexible work arrangements. By taking steps to improve employee engagement, you can create a more positive work environment and boost productivity in your company.

The Benefits of Employee Engagement

When it comes to employee engagement, the benefits are clear. Engaged employees are more productive, more engaged with their work, and have a stronger sense of loyalty to their company. They’re also more likely to stay with their company for the long haul, which saves on turnover costs.

It’s no wonder that companies with high levels of employee engagement outperform those without by up to 202%. So if you’re looking to improve your company’s bottom line, investing in employee engagement is a good place to start.

But what exactly is employee engagement? And how can you foster it at your company? We sat down with Lauren Shulkind, author of The Power of Employee Engagement: A Business Leader’s Guide to Improving Performance and Building Lasting Value, to find out.

The Top Five Strategies for Improving Employee Engagement

1. Encourage employees to take on new challenges and responsibilities.

2. Offer opportunities for employees to learn new skills and knowledge.

3. Foster a culture of openness and collaboration among employees.

4. Encourage employee input and feedback on company decisions.

5. Recognize and reward employees for their contributions to the company.

Conclusion

I want to thank Lauren Shulkind for taking the time to speak with me about her career in marketing. I learned a lot from our conversation, and I came away feeling inspired by her story. If you’re considering a career in marketing, I encourage you to read Lauren’s interview and learn from her experience. Thanks again, Lauren!