Employee engagement correlates with individual commitment to performance, yet only 36% of employees feel engaged, highlighting the need for improved human connections within teams.
Pre-COVID engagement was challenging; in today's hybrid work environment, the intrinsic motivation linked to relationships with managers represents 70% of overall employee engagement.
Engagement stems from connection and effective use of referent power, a type of influence earned through relationships rather than imposed hierarchies in organizational settings.
Positional power can create a rigid structure within an organization, but referent power, being nonhierarchical, enables broader influence and fosters healthier employee engagement.
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