Employee engagement as an outcome has traditionally been deﬁned as an employee's “willingness to expend discretionary effort on the job.” But willingness, it turns out, does not necessarily guarantee ability.
With the increased demands created by technology, along with a growing skills gap and a more complex global economy, even the most engaged employee is likely running on empty. The challenge for employers is to inspire their workforce to bring more of their whole selves and full potential to work every day. But how can employees possibly do this if they are physically ill, suffering from low energy levels due to a poor diet, dealing with relationship challenges or experiencing high levels of stress due to financial woes?
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