A staggering majority of American workers suffer from a lack of enthusiasm and commitment -- a 2016 Gallup survey found that over 65 percent of American employees feel disengaged at work. So, what’s the key to a truly engaged workforce?

Passion.

This is how employers can help their workforce reignite that flame and engage more at work:

Offer Growth Opportunities 
Job satisfaction is very important. Not only does it improve retention and motivation, but it also improves engagement and passion.

Finding out what makes your employees satisfied is crucial. A May 2014 study by the Society for Human Resource Management (SHRM) found 42 percent of 600 employees surveyed say their organization’s commitment to professional development is “very important” to their job satisfaction.

As you can see, today’s workforce wants growth opportunities. A 2015 LinkedIn survey found that 45 percent of the 10,536 people surveyed who changed companies between late 2014 and early 2015 say they left because they were concerned about a lack of advancement opportunities. Fifty-nine percent say they started a new job for a stronger career path and more opportunity. In other words, most employees who start a new job have found growth potential.

Offering professional development can’t be done overnight. It requires a good amount of strategizing and should involve a diverse group of employees to help guide the efforts. Start a talent mobility program that includes leadership as well as other levels of the organization. Giving everyone a voice shows that your company trusts and respects all employees.

Use a committee to help create a talent mobility program that includes educational resources where employees can learn a new skill. Offer tuition reimbursement if employees want to earn another degree to help them grow within your company.

Assign career counselors who can help employees define their career goals and vision. Mentorships also help young talent because when senior staff members can share their experience and knowledge, employees can be better suited for their internal growth plan.

When they have a plan for their future, they will feel more passion in their work because they have a long term goal in mind.

Create an Employee Referral Program
Employee referral programs are a great source for hiring. An April 2016 study from Workplace Trends found that 71 percent of the 129 HR professionals surveyed say employee referrals are the best resource for finding candidates.They result in better cultural fits and bring in talent who stay longer than other sources of hire.

Start a referral program that includes an exciting reward program. A 2015 LinkedIn survey found that while only 40 percent of the 200 employees surveyed said they make referrals for rewards, 96 percent found that a cash bonus was the most appropriate type of reward. While financial incentives are clearly a popular choice, you should offer a diverse line of compensation, like concert tickets, music streaming service subscriptions, and skiing lessons.

Also, when you turn your employees into recruiters, they realize how much they enjoy working for the company because they are encouraged to highlight why it’s a great place to work. It makes them more passionate when they stop and consider what benefits they receive from their employer.

Appoint Brand Ambassadors
Brand ambassadors are crucial to spreading positivity about your company. When employees are spreading a positive image, they feel more passionate about the brand.

Train employees to deliver a clear, consistent message to attract qualified candidates. That includes a strong social media presence. Show your ambassadors how to share what they love about the company on their personal social media profiles.

The more they market the good aspects they find in their job and in the company, the more passion they will feel. Advocacy breeds passion and excitement.

These techniques for improving passion also happen to improve your recruiting efforts. By involving employees, you’re giving them more responsibility, encouraging a feeling of ownership, and, in a way, breathing life into their perspective of the company.

How are you igniting passion in your workplace?

Kes Thygesen is the co-founder and head of product at RolePoint, a company focused on employee referrals, internal talent mobility, and creating seamless ATS connectivity. Connect with him and RolePoint on LinkedIn and Twitter.