Although employee engagement has become something of an HR fad, it would be hard to deny that it matters. In fact, robust meta-analytic studies show that higher levels of engagement boost employee wellbeing, performance, and retention. For example, engaged business units tend to deliver better performance, as measured in terms of revenues and profits, and organizations with enthusiastic employees tend to have better service quality and customer ratings. That said, engagement doesn’t always seem to add up. For starters, the correlation between engagement and performance outcomes is far from perfect, which means that many engaged individuals and teams are not delivering the results that leaders expect. By the same token, some leaders will find that their best performing teams are often amongst the least satisfied. How can this be?