Engagement is similar to, but not synonymous with, motivation.
Engagement refers to an intrinsic, deep-rooted, and sweeping sense of commitment, pride, and loyalty that is not easily altered. In contrast, one’s level of motivation is strongly influenced by external factors, especially expectations that certain efforts or accomplishments will yield valued rewards, such as a financial bonus for meeting a quarterly sales objective.
Critically, a high level of engagement buffers the impact of negative environmental factors on motivation. In other words, highly engaged employees will remain motivated despite adverse circumstances, such as limited resources, equipment failures, time pressures, and so on. In contrast, employees with low levels of engagement will tend to appear motivated only under favorable conditions or when attempting to reach tangible, short-term goals that will yield personal reward.
Motivated employees want to get through the work as quickly as possible to get to their carrots—regardless of what may be going on around them. In contrast, engaged employees keep their eyes on the goal but also use their peripheral vision to look for opportunities that may contribute further to accomplishing the mission of the organization. Employees who are motivated but not engaged will work hard when there is something in it for them. Engaged employees work hard for the sake of the organization and because it gives them a feeling of fulfillment.
You may download the base employee engagement scale here: