Important factors that is critical in making an individual an engaged person:

Trust factor.. Trust is an essential ingredient in increasing engagement. The first thing leaders need to know about building trust is that it does not happen just because you are trustworthy.

People do not know how trustworthy you are until you demonstrate it by using trust building behaviors, and the most important of these behaviors is to trust others. Building trust requires a basic belief in people, a belief that people are essentially trustworthy.

After all, if your employees are not trustworthy, why did you hire them, and why are they still there?

Interpersonal Relationship and Communication. The relationship between the employee and his or her immediate manager is a critical factor in how engaged the employee feels. Employees need feedback. They need to know how they are performing — not just once a year at review time — and be able to discuss their needs for growth and development.

This is a must-have skill for effective leaders — to give and receive feedback, and to coach and counsel employees in a way that increases engagement and commitment.

Inclusion Vs Exclusion. Whether employees feel like an insider or an outsider also impacts on their level of engagement.

Effective leaders know that everyone on their team has strengths the team needs to be successful, and they know how to get the best out of each person, regardless of ethnic background, gender, age, or sexual orientation. They understand that people with different personal values can work together effectively when they commit to the same values about trustworthiness and standards of work performance.

Vision, Mission and Values Alignment. Engaged employees feel aligned with their organizations purpose, values, and vision. Their work is meaningful to them because their leader helps them see the connection between what they do and the success of the organization.

The effective leader also understands that gaining the team’s commitment to the organization’s values increases the team’s performance standards as well as their engagement.

Team development. Effective leaders understand the potential for significant increases in performance through high performing teams. They make sure that all team members understand the strengths they and other team members bring to the team, and work at developing a process that capitalizes on all of these strengths.

The leader’s focus is on developing the leadership potential of each team member, and ultimately implementing a shared leadership approach to continuously improving performance that is owned by the team.