Engaging for Success!

two emplyees fist-bumping

Focusing on employee engagement both company wideand individually is a win-win

By Dan Luczka, PT, DPT

Business owners of any size company realize that employee engagement is essential for employee retention, productivity, customer satisfaction and overall growth of the company. Poor employee engagement may result in high turnover, resentful attitudes, very little company loyalty, and lower productivity.

It is essential to focus on employee engagement in order to run a smooth practice and it can save a lot of headaches down the road, while also improving the quality of your employees’ work life!

The research firm, Quantum Workplace, focuses on determining the best places to work in many of the major cities in the United States.1 They have identified the top six drivers of employee engagement:

  1. 1. The leaders of their organization are committed to making it a great place to work.
  2. 2. Employees trust in the leaders of the organization to set the right course.
  3. 3. There is a belief that the organization will be successful in the future.
  4. 4. Employees understand of how they fit into the organization’s future plans.
  5. 5. The leaders of the organization value people as their most important resource.
  6. 6. The organization makes investments to make employees more successful.


For someone new to the idea of building employee engagement, the first three drivers are a great place to start. They focus on the company as a whole and setting expectations for the employees and employers. After setting expectations for the company, it is important to follow through with those expectations to build trust. When an employee feels the company is moving in a positive direction, they will want to be a part of it and strive to do what is needed in order to be a part of that growth. An example is, an extra day off if the company meets certain (key performance indicator (KPI) goals. Once those KPIs are met, the follow through should be made in a timely manner, and the employee should feel you celebrating their success through public, genuine praise.

The last three drivers focus on the employee’s view of where they fit in the company’s future and knowing that they are the company’s most important asset. Communicate to your employees that your job is to make them happy, and their job is to make the patients happy. You want them to feel that they, as individuals, are valued and are not just “employee number 5.” One great way is to find an employee’s passion and allow them to pursue it through your company. For example, an employee who enjoys research can start a research journal club. Or an employee with a creative mind can create marketing materials. Giving them adequate resources to complete this task allows them to feel your support.


For someone with experience, a great way to build engagement is working with your employees to come up with quarterly, 12-month and three-year professional goals and how the company can help achieve them. Having routine meetings on the progress towards their goals ensures they feel your support while you keep them engaged in their passions. Focusing on employee engagement can have mutual benefits for the company and employee. As the employer, following through with expectations builds trust in the employees so they want to be a part in growing a successful company. Building engagement on an individual level can be accomplished by determining your employees’ passions and deciding how you can realistically support them in achieving their goals. Focusing on engagement is a win-win for everyone involved.


1Quantum Workplace. “The Six Forces Driving Engagement.” http://marketing.quantumworkplace.com/hubfs/Website/Resources/PDFs/The-Six-Forces-Driving-Engagement.pdf?hsCtaTracking=6da0f455-5d8e-42c4-a801-3f89c17a2d86|ae58ac43-c084-4278-9853-b4b92f5ef030

Dan Luczka, PT, DPT
Dan Luczka, PT, DPT, is the owner of InstaCare Physical Therapy, a cash based practice with multiple locations in Chester County, PA. He can be reached at dan.instacare@gmail.com

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