The engine that powers a cohesive, efficient and successful ergo-culture based program is employee engagement. Though like any complex machine, it only runs at peak performance when each member of the team is contributing their expertise, picking up any slack and watching for unforeseen issues in the road ahead.

Recruiting qualified employees for the team is therefore paramount to achieving success in an ergo-culture based program.

While some programs are expert-based, meaning they don’t seek widespread employee engagement outside of their expert ergonomist, other departments or programs within a given company rely on volunteers to embrace the organization’s vision. So, developing an engaged workforce starts with identifying valuable traits in prospective recruits.

Here are some key traits to consider when assessing employees that desire to be part of your programs:

• Are they Self-directed, able to perform specific jobs on their own, without direction, and do they contribute innovative ways to accomplish a given task?
• Do they Move-the-needle by taking on new challenges, acquiring the latest skill-sets or seek to solve existing organizational issues?
• Ownership is an essential measurement for identifying high-performing employees, individuals who pursue engagement, stay actively involved and are dedicated to the job and position they’ve attained
• Optimism and enthusiasm; even in the face of challenge, do they keep a problem-solving attitude, avoid complaining or negativity that can throw a wrench in the spokes of the organization’s success

Developing a strong brand and vision is an excellent step in attracting an engaged workforce. In order to cultivate volunteers, companies need to provide them with positive experiences and a robust department/program that values their input.

Strengthen the brand with these approaches. Make it more attractive to qualified, engaged recruits and allow the organization to filter out employees who might not be a good fit for the team.